If getting a pulse on employee engagement is on your organization’s to-do list for 2025, you’ve come to the right place. In this week’s blog we share our top tips for conducting a successful employee engagement initiative so you’ll be ready to unlock the full potential of your people and your company when the new year begins.
It may seem a little early for New Year’s resolutions, but this is one you should start thinking about now: improving employee engagement by ensuring your employees feel valued and heard.
Engagement is the extent to which employees are emotionally, cognitively and behaviorally invested in their work. Engagement has the potential to impact nearly every aspect of your business, from revenue to retention to recruitment and more. That’s because employees who are more engaged in their work are likely to work harder and motivate others to do the same. They’re also more likely to enjoy better overall health and well-being.
Unfortunately, employee engagement has dropped to its lowest level in more than a decade. Recent data from Gallup suggests that employees increasingly feel detached from their employers; less role clarity; lower satisfaction with their organizations; disconnected from their company’s mission or purpose; and less confident that someone at work cares about them.
The good news is that engagement is something that can be improved. But it does take time and a concerted effort to move the needle.
Top 3 Employee Engagement Tips for 2025.
As you start thinking about your employee engagement approach for 2025, keep these three tips in mind as we view these as essential elements to promoting better communication, transparency and recognition in the workplace, ultimately creating a winning culture.
Lack of leadership buy-in is the #1 barrier to a successful employee engagement initiative.
Employee engagement starts at the top and sets the tone for everyone else. When leadership openly supports engagement efforts, employees will feel that engagement activities (like participating in surveys and giving feedback) are worth their time. So once you’ve determined your employee engagement strategy, it’s critical to gain leadership buy-in and ensure your goals align with business objectives. Be ready to justify the financial and time investment required to improve employee engagement by presenting the known benefits: increased profitability, improved retention and the ability to attract higher quality employees.
Measurement is a must.
As with most things we aim to improve, we won’t know if we’re making progress unless we have something to measure our progress against. When it comes to employee engagement, conducting a baseline survey will give you the data you need to assess the current state of engagement, and identify areas for improvement. Repeating that same survey (or at least certain questions) over time will allow you to see where you’re succeeding and what still needs attention.
Surveys on their own can’t improve employee engagement—the key is how you use the results to create meaningful change.
One of the biggest mistakes companies who conduct engagement surveys make is not following up on the results. When you ask for employee feedback, you need to be prepared to act on it. At the conclusion of a survey, make sure to communicate to employees that their feedback has been heard and share the actions you will take to respond to it.
Ensure Your Employees Feel Valued and Heard with TINYpulse by WebMD Health Services.
TINYpulse by WebMD Health Services is an innovative employee feedback and engagement software solution that can help you put these three tips into action. We empower companies globally to not only measure but also enhance company culture, boost employee retention, and elevate performance by ensuring you are listening to your people. To learn more about how TINYpulse can help your organization increase engagement and prioritize the well-being and success of every individual in your organization, check out these resources or contact us at connect@webmd.net.
