Employees are the most critical assets of a successful business. Many organizations view employee engagement and happiness as a significant indicator of success with equal importance as yearly profits. After all, happy employees can make your customers happy.
Keeping employees happy and engaged is a great way to reduce employee turnover. Happier and engaged employees can also define a company’s work culture and take it a step closer to becoming a destination employer.
An employee engagement software solution is an excellent tool to enrich happiness and satisfaction at work. While recruitment software helps human resource professionals find the right talent, employee engagement tools can help them retain employees.
Employee engagement software enables organizations to request and track feedback from their employees. It is also used to recognize employee achievements and thereby nurture a positive environment to work and prosper.
The term “employee engagement” can be defined as the measure of an employee’s attitude towards work. It can portray how employees feel about their work and how they act towards helping the organization achieve its goals.
Employee engagement tools are excellent means to keep employee turnover as low as possible. That’s because happier and engaged employees will have more reasons to stay at a company and none to leave. Also, statistically speaking, happiness and productivity have a strong correlation, and employees were 13% more productive when happy.
Companies with higher employee engagement also are 21% more profitable than their competitors. However, employee engagement could mean different things for different organizations.
For example, some companies view employee engagement as a method to reduce employee turnover. In contrast, other businesses might see it as a method to increase employee training efficiency and ultimately increase productivity and profitability.
The most significant reason why many businesses have started to incorporate an employee engagement platform is that employee engagement rates are decreasing. In a recent survey, it was discovered that only 19% of employees are very engaged.
In short, investing in employee engagement is one of the most effective ways to increase employees’ willingness to invest their maximum time and effort to achieve organizational objectives. Doing so will enable companies to enhance average revenue growth, customer satisfaction, net profit margin, and earnings per share.
Employee engagement survey software is essential to track the changing opinions of employees about their job role and the organization as a whole. Employers can use it to request feedback from employees at specific intervals and use the results to create strategies for improving employee engagement.
Here are some of the top features of an employee engagement tool. Do note that not all software solutions you consider will have all the discussed features.
Pulse surveys are quick and short surveys sent out to employees regularly. The interval between each survey could be weeks or months, depending on the organization. It’s also known as the employee pulse survey or simply pulses and is generally more frequent than an annual engagement survey.
It’s one of the many ways businesses can gather employee feedback. In most cases, pulse surveys sent on different days will have similar questions, and how employees answer them will be tracked. An example of a pulse survey question would be “How happy are you with the organization?”.
Pulse surveys are easier to complete and take a shorter time than an annual engagement survey. Pulses let companies track specific items month-to-month or quarter-to-quarter, understand changing trends, and take proactive steps to keep employees engaged and happy.
For many organizations, employee engagement is more about an employee’s capabilities to fulfill the key performance indicators (KPIs). If that’s the case for your organization, then an employee engagement platform that targets performance will be essential.
However, such a feature wouldn’t be focused on the goals of an employee alone. It shouldn’t be another reason why co-workers feel compelled to compete. Instead of entirely focusing on the targets, performance and goal engagement features will enable you to monitor and reward activities that drive performance and success.
For example, the feature can reward employees who read and understand a product manual extensively. Instead of rewarding the most successful employees, this feature steers away from promoting competitions and motivates employees to improve their performance.
Writing surveys is hard, especially when it’s frequent and has varying motives. Sometimes it’s challenging to frame questions rightly, let alone come up with the right questions. If an employee engagement survey tool offers libraries of survey questions and templates, the process will be much less overwhelming. In most cases, these questions will be framed by psychologists and industry experts.
In an organization with more than a hundred employees, going through every survey result will be a Herculean task. This will overwhelm HR managers and recruiters and make it difficult to extract actionable insights.
For that reason, engagement software that offers features full-fledged reports and an intuitive dashboard is critical. This will allow managers to monitor employee engagement rates, engagement rates per department, survey completion rates, and more. In some cases, the tool can also be used to evaluate employee net promoter scores (eNPS).
Since employees are critical assets, how well they’re engaged to work can impact the organization’s overall performance. This also means that companies can compare their employee engagement rates with competitors, just like comparing the number of customers retained or acquired. Benchmarking is a feature that some applications offer and can allow organizations to find ways to improve.
Here are some more features that you can expect in an employee engagement platform:
Employee engagement platforms are effective organizational tools to understand employee sentiment, promote positive employee activities, and uplift employee wellness. It’s an excellent support tool for your existing performance review tools and can help evaluate employee experience. Here are some of the benefits of using it.
This might seem like a no-brainer, but the primary purpose of employee engagement software is to enhance employee engagement. Depending on the application you choose, this could mean engagement among employees or engagement to the organization, or both.
Employee engagement survey software is aimed mainly at giving employees a voice. By understanding their needs, wants, interests, and opinions, organizations can better set their priorities. It also enables employees to share their concerns anonymously and maintain a healthy relationship with the employer.
It’s easier to retain employees and upskill them rather than acquiring new talent. The same is true from a financial perspective. By frequently collecting feedback and understanding employees’ opinions and needs, companies can make better decisions and entice employees to stay for more extended periods.
Happier employees are more likely to be more productive and engaged at work. They’ll be ready to go the extra mile and work towards achieving the visions of the organization. Since employees can voice their opinions, employee engagement tools can give them a feeling of belonging and motivate them to work harder.
An employee’s opinion changes over time. Such changes might occur several times a year, which is one reason why employee engagement pulse surveys might bring in more insights than an annual employee survey. With real-time feedback comes actionable insights, which can be used to fuel organizational decisions. The actionable insights collected can be used to make better, employee-friendly decisions.
With work from home being the new normal, employee engagement software applications are crucial for organizations than ever before. The good news is that there are several employee engagement platforms available. But the most challenging part is choosing the right one and overcoming the burden of choice.
To get you started, here are some things to avoid while choosing an employee engagement platform:
Software is a serious investment that involves a great deal of both time and money. Companies can’t afford to opt for the wrong one. To make sure your company doesn’t make that costly mistake, here are some things to consider/perform while choosing the best employee engagement software.
The needs of an organization vary depending on the number of employees, the kind of services and products it offers, and many other factors. There isn’t a one-size-fits-all formula when it comes to software, and an application that works wonders for a company may not do the same thing for another.
The point here is that your organizational needs matter the most. You need to assess the needs, list them, and make sure the software application you choose can meet those needs. This will also help you narrow down the software choices and reduce the time it takes to choose the right one.
Here are some quick questions that you can ask yourself:
Employee engagement activities aren’t exactly a part of an employee’s job. They’re means by which employers can assess how engaged the employee is. In other words, an employee engagement software application must not be an extra hurdle for employees.
Having an intuitive, easy-to-use user interface (UI) is one of the best ways to increase the usage of employee engagement tools. Employees shouldn’t be overwhelmed by the platform. It must have the most negligible cognitive load, and the lesser the number of steps involved, the better. On a side note, companies can also make use of gamification software for employee engagement.
Customer support is often overlooked while making software buying decisions. And it’s natural for companies to miss this part of the equation when they are bombarded with offers and additional features that feel too good to be true.
Software applications that offer mediocre customer service will defeat the purpose of having the application in the first place. Although onboarding sessions and documentation can help, customer support is critical to utilize a product fully.
Each software application you purchase indirectly shapes the company culture. This also means that instead of viewing a software solution purchase as just another product purchase, companies should view it as building a partnership with the software vendor. And customer support is a big part of that relationship.
High-level security is another vital aspect you need to consider during software hunting. Both customer and employee data are equally important and must remain confidential and not fall into the wrong hands.
The software must also have features for data encryption and must be GDPR compliant. Security should be a top priority because regulations regarding data privacy are strict than ever. The violation penalties can be costly, and if something unfavorable happens, you might lose the trust of your customers and employees forever.
To ensure the employee engagement software seamlessly connects with your existing tools, make sure it has impressive system integration capabilities. Check with the vendor whether the software supports your current set of applications. This will make it easier for you to migrate or integrate data from other systems.
Email marketing platforms, human resource applications like HRIS, and CRM software could be some of the tools that need to be integrated into the employee engagement software. Also, make sure the software is scalable, can grow with your company, and can integrate with more tools in the future.
Choosing your company's Culture and Engagement software is a complex process. To help HR departments compare and benchmark all Culture and Engagement software, we have selected a list of 104 companies providing SaaS tools for HR.
Culture and Engagement software is often combined with other HR functionalities. If your company is in need of complementary HR features, make sure to take a look at those frequent combinations:
How employee engagement is tracked varies among organizations. That’s because the KPIs used to measure employee engagement and the motives behind doing so differs. Here are some things to consider when tracking employee engagement:
Employee engagement strategies can increase the chances that employees will establish a healthy and positive emotional connection with an organization. As emotional connections can rarely be forced to form, employee engagement strategies will involve setting the workplace environment to foster such relationships.
Here are some of the companies that are successful with employee engagement:
Some of the critical drivers of employee engagement are:
The most vital types of employee engagement are:
Measuring employee engagement enables organizations to understand how an optimally engaged employee will perform like. This information can be used to frame strategies to enhance levels of engagement and elevate employee engagement throughout the organization. This will ultimately result in better service to customers, higher profits, and happier shareholders.
The employee satisfaction KPI is measured using employee surveys, informal conversations, and net promoter scores.
Here are some of the top benefits of employee engagement:
Here are some employee engagement survey questions worth including:
The majority of employee engagement applications offer a free trial. This will empower you to try out the tool before making a serious investment in it.