Why Employee Voice and Engagement Really Does Matter

The traditional annual employee survey is no longer efficient to match with the recent level of commitment required to efficiently achieve employee engagement. A recent survey reported by Marketing Technology Insights opines that nearly 30 % of employees feel their workplaces are not empathetic. To disclose the most troubling result, 51% of the employees generalized that the condition applies to all organizations and companies. That means: more than half of our employees feel their voice does not count.

Employee engagement can be achieved by listening to their voice. With the employee voice, managers are able to measure the motivation, commitment and sense of well-being of employees through their feedback. It offers employees a platform to access feedback without challenges and equally provides qualitative and quantitative metrics on workforce status which is imperative in deploying expansion strategies. It is also a medium for employees to disclose customers’ view based on their experiences. And they are able to share insights as the company’s front liners who interact with customers regularly.

Here are the engagement attributes to achieve listening to employee voice.

Employee Voice and Engagement Really Does Matter

Employee Focus

With all that said about employee voice, the fact remains we barely recognize them. It is often believed that employees are always looking for an easier way to get their jobs done at the expense of the organization. Most times we feel they have nothing very relevant to offer. Employees that are very productive will always have one or two contributions to make, sometimes perceived as valid means of achieving more. Without an established medium for feedback, the employees will tend to feel they are not getting things right but solved? You are sure to have the employee’s focus.

Employee Confidence

Imagine if an employee is performing a task using methods he or she had suggested. Aside from the already mentioned focus, the employee would have a lot of confidence and trust in the company knowing the impact is felt. Employees would feel valued and rarely want to take a negative side of their office externally. Employees that are not heard at work lack the capacity to be productive.

Swift cultural change

Are you planning to adjust your corporate culture without hearing from your employees? That will create problems adopting it. Corporate cultural change which is a prerequisite for employee engagement will be hard to achieve if you did not consult the employees and ask for their experiences. With the employee voice, managers are able to ascertain how difficult or easy it would be to implement a strategy. They are able to identify the easiest routes to the next success and the employees are able to adjust to changes knowing they were considered during the change.

Easy access to consumers’ experience

Customers’ experience is the most vital tool for marketing. And no matter how you want to ask the consumers directly, surveys may still fail to acquire some quantitative metrics that can be vital in accessing consumer satisfaction and potential areas to invest in branding. Only the employees who interact with these consumers daily are able to bring the most useful information on this. With support for employee voice, employers are able to establish the potential areas to engage their employees for maximum productivity.

Jane Harper
Writer. Human resources expert and consultant. Follow @thehrdigest on Twitter

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