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Employee Engagement

Hotel manager and her staff

How to Manage a Hotel: Succeed Even During Unpredictable Times

How to Manage a Hotel: Succeed Even During Unpredictable Times 1016 528 Sprockets

Managing a hotel is far from easy. We recently spoke to a hotel operator who was so desperate for people to fill their open positions, that they waited outside a bus stop near their competitor to recruit staff. The operator asked each hourly employee how much they currently made, then offered to pay them several dollars more than their current wage if they were willing to work for their hotel instead. 

While there’s much to unpack in this story, it’s a classic example of how to motivate employees in the hotel industry. When your hiring process feels stressful, sometimes it’s worthwhile to return to the basics. Refresh your memory — and maybe even learn something new — on how to successfully manage a hotel, even during a labor crisis. Plus, learn why top brands choose our hiring solution to boost 90-day employee retention by an average of 43%.

 

 

How to Manage Hotel Staff

Effective hotel management starts with the hiring process. You can’t just hire anyone that applies. Rather, you need the right people who are willing to go above and beyond their job description to provide a wonderful guest experience. 

“Motivate them, train them, care about them, and make winners out of them… they’ll treat the customers right. And if customers are treated right, they’ll come back.” 

– J. Willard Marriott, founder of the Marriott Corporation

Hire for Coachability Then Train Hotel Staff for Skills

Especially in customer-facing roles, the key to retaining high-quality hotel staff is hiring for coachability and training for skills. Why? Coachable people are often open-minded, eager to learn, and take constructive criticism well. They’re able to pivot when unexpected situations like the COVID-19 pandemic or labor crisis arise. 

It’s easy to teach someone how to greet guests, operate the front desk, or clean a hotel room. The hard part is finding coachable people with soft skills specific to your location. To evaluate an applicant’s soft skills, adjust your interview questions accordingly. For example, if you are looking for a job seeker with strong adaptability, you might ask: Tell us about something you were asked to do that you have never done before. How did you react, and what did you learn?” 

Implement Employee Engagement Initiatives

Only 15% of employees (worldwide!) are engaged in their workplace, according to a recent study from Gallup. Conducting employee engagement activities in the hotel industry is crucial if you want to motivate your staff. Highly engaged teams are more productive, which makes teams happier and hotels more profitable. 

Consider scheduling regular check-ins with each employee to further develop a professional relationship and instill trust. Employee surveys are another effective way to gauge how your staff is feeling about their work, management, and company as a whole. In fact, 89% of hiring professionals say ongoing feedback leads to success. Finally, team-building exercises like sharing a company meal or going out for happy hour also foster a positive company culture and high employee engagement. 

Use Hospitality Technology

If you aren’t using technology by now, you’re likely wasting time and other valuable resources. We understand some hospitality professionals may be hesitant to implement tech solutions as they don’t want to risk a security breach — that fear may be heightened due to current events. Technology, however, is actually a key success factor in the hotel industry. Recent innovations like SaaS (Software as a Service) solutions keep operations running smoothly, so employees can focus on the guest experience. 

“Despite being one of the largest and most dynamic segments of the US and global economy, penetration of cloud-based technologies in the segment remains incredibly low, and the vendor landscape remains tremendously fragmented on a global basis.”

– Matt Melymuka, co-founder and partner at PeakSpan Capital.

For more helpful tips, check out our free guide: Why Your Hiring Process is Broken and How to Fix It.

Hire More People Like Your Best Hotel Staff Members

Do you ever find yourself wishing you could find more people like your current top performers? It’s possible and easy with Sprockets! Our Applicant Matching System identifies what makes your best employees so successful based on the answers to three simple questions. Their resulting score is used as a benchmark to analyze the mental makeup of incoming applicants who take the same survey. Sprockets’ one-through-ten scoring system makes it easy to see which potential hires will succeed like your top-performing employees.

 

Two engaged, happy restaurant workers

3 Examples of Effective Employee Engagement in Top Companies

3 Examples of Effective Employee Engagement in Top Companies 1016 528 Sprockets

Employee engagement refers to your workers’ emotional connections to the goals of your company. High team member engagement is often linked to strong employee retention, while a lack of engagement results in workers feeling less satisfied and invested. It also means that you may not get as many unique contributions from your staff and will likely suffer from costly turnover. But in order to know how to achieve high engagement, you need to know what that looks like. Continue reading to discover three stellar examples of employee engagement in companies.

Start hiring hourly workers that will have a strong emotional connection to your business right off the bat with Sprockets. Our Applicant Matching System reveals which applicants will succeed like your current top performers, empowering you to build strong, cohesive teams that will stay long-term.

 

 

Examples of Employee Engagement in Companies

1. Taco Bell

One of the best employee engagement examples is Taco Bell’s Start With Us, Stay With Us program. First launched in 2016, the platform highlights Taco Bell’s genuine commitment to their workers. Their employee-first attitude recognizes the realistic needs of staff such as tuition reimbursement, scholarship opportunities, and growth within the company itself. 

Frank Tucker, Chief People Officer at Taco Bell, understands that many people get their first job at a restaurant: “Whether they want to start with us for a year or stay with us for life, we feel it’s our responsibility to make sure we’re offering benefits and programs that create innovators and leaders for our communities inside and out of our restaurants.” 

Even when workers decide to leave the taco chain, Taco Bell ensures they have learned valuable skills that will help them with future endeavors.. The company hopes Start With Us, Stay With Us will motivate their workers to advocate for the Taco Bell brand and increase loyalty. 

2. Chick-Fil-A

Chick-fil-A has a unique set of employee engagement ideas because of the way it empowers its franchise owners. Most franchise companies regulate their brand in a top-down manner. However, Chick-fil-A gives franchise owners the freedom to implement their own set of standard operating procedures. Rather than saying “this is how we do it,” Chick-fil-A owners are given a chance to customize how they think things should be done based on their location, team, and customers. 

Franchisees are in charge of everything from the hiring of workers to providing employee benefits. They also have excellent training models in place. This strategy helps employees feel less overwhelmed by customer demands and more enthusiastic about their work. Additionally, Chick-fil-A refuses to let individual franchisees treat each other as competitors. The fast food restaurant will even fly representatives from successful stores to struggling ones so that the hard-hit stores can learn from them. 

3. Buffalo Wild Wings

When it comes to understanding team member engagement, communication is key. For example, Buffalo Wild Wings responded to high employee turnover with surveys to understand the experiences of their workers. The restaurant then used this feedback to determine how they could improve their employee engagement strategies. Staff who truly believe employers listen to their concerns are more likely to have a positive experience working with the company. 

At the start of the COVID-19 pandemic, Buffalo Wild Wings implemented Brand Champ. This employee engagement program was designed to teach employees the “how” behind the brand and equip them with background brand knowledge to succeed while performing daily operations. Additionally, Buffalo Wild Wings launched  “What’s Hot at B-Dubs,” a virtual employee engagement program featuring inspirational guest speakers. The goal of both programs is to help employees understand why and how their work matters.

Go Beyond Employee Engagement Examples

Now that you’ve read these employee engagement examples, you’re ready to start improving your own strategies. Whether you’re a restaurant owner or hotelier, that starts with hiring the right people for your business. Luckily, Sprockets’ AI-powered platform reveals what character traits make your top performers so successful. Our Applicant Matching System then identifies which potential hires share these same characteristics. Essentially, it’s like replicating your best employees. Plus, Sprockets’ hiring solution is proven to boost employee retention by an average of 43%. 

 

Happy restaurant employee smiles behind the counter.

The Secret Recipe You Need to Boost Restaurant Employee Engagement

The Secret Recipe You Need to Boost Restaurant Employee Engagement 1016 528 Sprockets

It’s no secret that employee engagement and turnover in the restaurant industry is suffering. Labor crisis and pandemic aside, the industry often serves (see what we did there?) as a stepping stone. For many young people, working at a restaurant is their first job, so turnover is inevitable. However, there are plenty of individuals who serve in the industry because that’s where their passion lies. 

Continue reading to learn how to foster a positive work environment to promote higher restaurant employee engagement and retention. Plus, discover the secret ingredient that can replicate the success of your best employees. (Hint: These users see a 43% improvement in 90-day employee retention, on average.)

1. Offer Competitive Pay

If you want hourly workers to show loyalty and dedication to your company, then you need to pay them a tempting wage. Better pay will motivate your staff to consistently exceed expectations. If your staff doesn’t have to worry about making ends meet, they can focus on daily operations — like providing exceptional guest service. Plus, 67% of job seekers are more likely to apply to your restaurant if the wage is in the posting.

2. Prioritize Time Off 

Taking a mental health day is actually one of the best ways to reduce stress, decrease burnout, and recharge your mind for the work day. Encourage your employees to take time off when they need it — regardless of their reasoning. This will show them you care about their well-being and work-life balance. Bonus points if you pay attention to detail while building their schedules so everybody has a fair chance of getting a Friday or alternating weekend off. Your employees will thank you.

3. Give Consistent Feedback

Schedule regular check-ins and staff meetings to develop professional relationships and increase employee engagement. Praise them for their accomplishments and offer constructive criticism. This is also a good time to ask your workers for their thoughts on menu items, service ideas, customer feedback, and how they think your restaurant could improve. Sharing their opinions with you will make them feel valued, and restaurant staff engagement will naturally increase. 

4. Provide Training and Opportunity for Growth 

It’s crucial that restaurant workforce management offers opportunities for growth. For example, if you already have an all-star team that shows potential, consider hiring internally when positions become available. Not only will your employees appreciate the opportunity to interview before you find an external hire, but giving them a shot will instill trust amongst your team. 

Bonus Tip: Hire and Retain Restaurant Staff With Sprockets

What if you could predict which applicants are the right hire before the interview and without a resume? It’s possible with Sprockets. Our Applicant Matching System reveals which potential hires will succeed like your current top performers, empowering you to build passionate, driven teams. It’s proven to work and trusted by top brands like Burger King and Chick-fil-A to increase employee retention (a measurement of restaurant employee engagement!) by 43%.

 

Happy hotel employees

How to Create a Successful Employee Engagement Plan in Six Simple Steps

How to Create a Successful Employee Engagement Plan in Six Simple Steps 1016 528 Sprockets

Employee engagement is key to a thriving workplace. When team members are highly engaged, they’re more productive and creative. They take more ownership of their work and feel like they’re part of something larger than themselves. Whether you’re starting from scratch or simply want to refresh your memory on the basics, this blog outlines how to create an effective employee engagement plan in just six steps. 

Employee Engagement Strategy Plan

Step 1: Recruitment

Crafting an employee engagement action plan begins at the recruiting stage of the hiring process. This initial step will help you filter out unsuitable applicants and establish a happy, productive environment right from the get-go. You want to find people whose expectations match your company’s culture, mission, and values. Essentially, you want to replicate your top performers. Luckily, Sprockets’ AI-powered platform identifies which potential hires will succeed like your best employees, empowering you to build strong, engaged teams.

 

Step 2: Conduct Employee Surveys

To shape your employee engagement strategy plan, you need to understand what your employees are thinking. In fact, 89% of hiring professionals agree that ongoing employee feedback leads to success. Consider conducting employee surveys to get a sense of how your employees feel about their role and environment. Whether you decide to create a questionnaire or build a series of focus groups, it’s important your workers feel that their opinions truly matter. You may also find that asking your employees to provide anonymous feedback will help them feel comfortable sharing their thoughts and ideas. 

Step 3: Collaborate on Solutions

Collaborate with your team and analyze your employee engagement survey results to develop an action plan. Identify pain points and establish engagement goals. Take a look at other employee engagement action plan examples for inspiration — you don’t have to reinvent the wheel. Remember, this level of collaboration is vital to employee engagement as it shows staff members that their voices are being heard.

Step 4: Establish Measurable Metrics

Metrics will help you track the progress — and see how you can improve — your employee engagement plan. The most common employee engagement metric is employee retention. Set S.M.A.R.T. goals to clearly monitor your team member engagement against measurable targets. 

Step 5: Provide Room for Growth and Development

Without progression, employees become bored and dissatisfied. They’ll feel like they aren’t moving forward in their careers and lives. Provide career pathways to show your employees you care. This will keep them motivated to consistently succeed and may even increase their contributions to your business.

Step 6: Measure Your Success

It’s crucial your employee engagement action plan is effective. Continue to track the metrics you established earlier to spot patterns and, ultimately, decide whether or not your plan is working. If you aren’t seeing the results you wanted, don’t be afraid to make changes. Engagement is a continuous process, so it’s important to be flexible and adapt as needed.

Boost Your Employee Engagement With Sprockets

Supercharge your employee engagement by making smarter hiring decisions with Sprockets. Our Applicant Matching System identifies what makes your best employees so successful, empowering you to predict applicant success. Trusted by top brands like Taco Bell and Wingstop, Sprockets users see a 43% improvement in employee retention. It’s easy to use and even integrates seamlessly with popular HR tools like TalentReef and McHire. We’re so confident in our hiring solution that we’re offering free, 15-minutes demos of our platform. 

 

People putting their hands together and text reading "4 of the Best Ideas for Improving Employee Engagement"

4 of the Best Ideas for Improving Employee Engagement

4 of the Best Ideas for Improving Employee Engagement 1016 528 Sprockets

Companies that implement employee engagement ideas often see better worker satisfaction. Plus, having great employee engagement strategies will fuel loyalty to your business, ultimately reducing costly employee turnover. However, not all attempts to increase employee engagement work as well as others. You need to know the best ways to do so. Below, we’ll get into how to improve employee engagement so you and your workers can reap the benefits. 

You can also check out our free guide, 4 Steps to Reduce Your Reliance on Applicant Flow, for more tips and tricks that strengthen your workforce.

Ideas to Improve Employee Engagement

1. Prioritize the Well-Being of Your Workers

If you want to improve employee engagement, you need to know what workers want out of their jobs. If you don’t, you might struggle to keep people on staff because they’ll always be tempted to look for other jobs that offer them better benefits, advancement opportunities, or a more positive workplace. So, conduct worker surveys. You can also meet with people one-on-one to discuss how to make your company a better place to work. The more you know about your employees, the better your employee engagement strategies will be. 

This also involves getting to know why the average worker applies to a position at your business. For example, since many people work in hourly positions as their first job and are saving up for school, fast food restaurant employers can improve employee engagement by offering scholarship opportunities. This builds loyalty and shows people that you care about their future and see them as more than just employees. 

You should also demonstrate a commitment to respecting your employees. Encourage your managers to recognize hard work and respect workers’ time off. Lack of recognition and working strenuous hours can both lead to lower engagement and, ultimately, employee turnover.

2. Keep Communication Open

As a business leader, make yourself available to your managers and crew members as much as possible. Your employees will have a better experience working for your company if you keep communication open. Set up a process through which employees can voice their concerns and feel heard. This can be done by scheduling regular check-ins. Make sure you pay attention to any complaints and address them as soon as possible. Your workers will know you value their feedback and contributions. And, you’ll be well on your way toward improving employee engagement and fostering a more positive work environment.

3. Make Time for Team-Building Activities

A smart business manager allows their workers to have fun while encouraging productivity. People want to enjoy their work atmosphere. So, conducting fun team-building activities has a good chance of increasing employee engagement. You could bring in a complimentary lunch platter brought for the team, host a happy hour at a local hotspot, or even take a half-day to decorate the workplace for the holidays together. The options are endless and will encourage teammates to form strong bonds, ultimately boosting camaraderie and collaboration. 

Tip: If you don’t know what kind of different employee engagement activities to schedule, have your employees offer suggestions. They might come up with ideas you never thought of!

4. Identify Applicants Who Will Mesh With the Team

If you could somehow see which applicants would succeed before hiring them, it would make it significantly easier to improve employee engagement. Well, you can with Sprockets! Our hiring platform reveals who will perform like your best workers based on shared personality traits. It empowers you to make the best hiring decisions every time and build a superstar team. Did we mention that it’s trusted by numerous top brands like Chick-fil-A?

Start hiring the best applicants for your business with a free demo of Sprockets!

Pictures of applicants alongside scores from 1 to 10
Happy hotel employee making a bed

Everything You Need To Know About Measuring Employee Engagement

Everything You Need To Know About Measuring Employee Engagement 1016 528 Sprockets

Have you ever wondered, “How do I measure employee engagement?” If so, you’re not alone. Failure to measure engagement can reduce your employee retention rate and decrease the quality of work your team puts out. Understanding the different ways of measuring employee engagement will help ensure you maintain a positive atmosphere in your workplace.

But first, we’ll let you in on a little secret — maintaining employee engagement is one of the four steps to reducing your reliance on applicant flow. Check out our free guide to learn how you can start hiring the right people from the start.

 

How to Measure Employee Engagement

There are several ways to assess employee engagement, but we’ve narrowed it down to three of the best examples. 

1. Set Achievable Goals

You must first gain a deep understanding of company goals to engage staff (and ultimately measure that engagement). Consider keeping a list of qualitative and numerical goals for your staff to refer to as they complete their daily tasks. These will serve as a tangible representation for team members to grasp how close you are to achieving your company goals. Additionally, setting achievable goals helps your team feel that the work they’re doing is both seen and appreciated.

2. Employee Engagement Surveys

These surveys allow workers to voice their opinion on problems they’ve identified within the company. Your survey should feature simple, but concise questions that will help determine various employee engagement numbers that need improvement.

Here are a few useful questions to include on your survey:

  • Does your team motivate you to do your best work?
  • Does the company provide enough growth opportunities for you and your team members?
  • Do you feel your opinion is considered and taken into account when company decisions are made?

To ensure you’re making strides to create a workplace that’s effective for everyone — and simultaneously improving employee engagement — surveys should be deployed quarterly. The responses will help you create an employee engagement score formula that can be used to track progress.

3. Monitor Employee Retention

One of the best examples of employee engagement metrics is employee retention. As a business owner, you should work closely with HR to keep an eye on this metric. Implement strategies to retain high-quality team members and reduce the number of workers leaving your company. Staff that are engaged and happy with where they work will stay longer than ones who are disengaged.

Boost Employee Retention With Sprockets

Did you know that Sprockets users see a 43% improvement in employee retention, on average? It’s true – our Applicant Matching System reveals which potential hires will succeed like your top performers, empowering you to build strong, cohesive teams that will stay long-term. And the best part is that you can achieve similar results. We’re so confident in our hiring solution that we’re offering free, 15-minute demos to show how we can help you hire and retain the best workers every time.

 

A clipboard with graphs and text reading "5 Key Employee Engagement Statistics"

5 Key Employee Engagement Statistics

5 Key Employee Engagement Statistics 1016 528 Sprockets

The employee engagement software industry grew by $150 million in 2020, and it’s expected to grow by an additional $370 million by 2026, according to a Zion Market Research study. However, despite this trend, 85% of employees don’t feel engaged in their workplace. Is your business suffering from low engagement? If you haven’t implemented initiatives to engage your workers by now, then these shocking employee engagement statistics might change your mind. 

Gallup research shows that companies with highly engaged workers see less absenteeism, less turnover, and better productivity. That’s only the beginning. Read on to see more workplace engagement statistics and check out our AI-powered platform that reveals which applicants will be engaged from the start!

Employee Engagement Statistics You Need to Know

1. Most Employees Are Not Engaged in the Workplace

One of the most surprising statistics on employee engagement is that most employees are not engaged in the workplace, and the numbers have been declining since 2019. In 2020, employee engagement reached a low of 20% and has declined to 15% globally since then.

2. Engaged Employees to Are Better Workers

Almost 80% of employees say that a strongly engaged culture helps them do their best work. Other employee engagement productivity statistics include: 76% of workers believe efficiency and productivity stem from an engaged culture, and 74% think that working for a company with an engaging culture allows them to deliver better customer service.

3. Employee Engagement Leads to Higher Profits

Perhaps one of the most intriguing employee engagement facts and figures is that a high level of employee engagement can increase business profits by 21%. An engaged staff experiences better customer loyalty and, therefore, an increase in overall revenue. So, you might see a significant ROI from investing in employee engagement strategies.

4. Employee Recognition Boosts Productivity

The statistics on employee engagement and productivity don’t stop there. In fact, 37% of employees consider recognition to be the most important factor for their success. This means managers and members of leadership teams should do what they can to recognize employees, therefore bolstering their sense of pride, motivation, and self-confidence.

5. Engaged Employees Are Less Likely to Leave

Engaged employees are 87% less likely to leave a company than those who are not engaged. In other words, unengaged employees are five times more likely to leave their current workplace. That means having to deal with costly employee turnover and a time-consuming hiring process. (Wouldn’t it be easier to just implement good employee engagement practices?)

What You Can Do to Improve Employee Engagement

There are several employee engagement strategies that are easy to implement and will pay off in the long run. You can schedule team-building activities, schedule routine check-ins, offer career development opportunities, and so much more that we outline in our free e-book, 4 Steps to Reduce Your Reliance on Applicant Flow

Plus, you can get a free demo of Sprockets’ AI-powered platform that reveals the ideal applicants based on shared personality traits with your current top performers. You’ll know who will succeed and mesh well with the team even before spending time on interviews!

A sales rep with personality traits
Three happy restaurant employees with text below reading: Job Satisfaction vs. Employee Engagement

Job Satisfaction vs. Employee Engagement: What’s the Difference?

Job Satisfaction vs. Employee Engagement: What’s the Difference? 1016 528 Sprockets

When it comes to job satisfaction vs. employee engagement, many people use the two terms interchangeably. However, they’re actually quite different, yet must coexist to maintain a productive workplace. Continue reading to learn the difference between employee engagement and job satisfaction. Plus, discover the hiring solution that helps you identify which applicants will be highly engaged and satisfied with their job like your best team members.

 

 

The Difference Between Employee Engagement and Employee Satisfaction

The key difference between job satisfaction and employee engagement is that satisfaction is more commonly the cause, while engagement is the effect. Satisfied workers tend to be content while engaged ones tend to be go-getters.

What Is Employee Engagement?

Employee engagement is a measure of how emotionally connected team members feel to their work. Engaged staff are motivated and enthusiastic about their job. They often go the extra mile for their employer. These individuals enjoy working and derive happiness from their interactions with their co-workers. 

Disengaged employees, on the other hand, are apathetic toward both their job and company. They likely put in little effort and may even have a poor attitude, which can negatively impact other team members. A survey from Gallup revealed that disengaged staff members cost companies over $500 billion per year in lost productivity.

What Is Job Satisfaction?

Job satisfaction is largely about the perks of being at work: fair pay, generous work-life balance, adequate benefits, etc. It also encompasses a worker’s overall happiness with their role and company. An unsatisfied team member will likely become less productive, while satisfied employees are more likely to feel engaged from their job.

Factors That Foster Employee Satisfaction and High Employee Engagement

The key to effective employee engagement is to provide an enjoyable work environment and maintain a positive company culture. Here are a few ideas to get you started: 

  • Fair compensation (above minimum wage, if possible) and a benefits package 
  • A comfortable break room to decompress and relax 
  • A clear performance review process tied to individual goals and objectives
  • Opportunities for growth so team members can reach their full potential

Highly engaged workers are more motivated to consistently execute their best work as they feel deeply connected to their responsibilities and workplace culture. It’s less about what gets them through a workday (although perks like free food can go far), and more about how they feel about their role. For more information, check out this guide which features strategies on how to maintain employee engagement. 

 

 

Positive experiences go a long way in keeping workers engaged. But, it’s not the only thing that matters. It’s critical to evaluate an individuals’ initial satisfaction and engagement levels during the hiring process.

Hire More Team Members Like Your Best Workers

Replicate your top performers with Sprockets! Our Applicant Matching System reveals what makes your best employees so successful, ultimately empowering you to build highly engaged teams that will stay long term. In fact, Sprockets users spend 37% less time on the hiring process. It’s proven to work and trusted by top brands like Buffalo Wild Wings.

 

 

A grocery store worker stocks shelves.

3 Benefits of Employee Engagement: The True Value of an Engaged Workforce

3 Benefits of Employee Engagement: The True Value of an Engaged Workforce 1016 528 Sprockets

Low employee engagement can easily make someone want to leave their current job. And, with people quitting their positions at an all-time high, it’s crucial your company takes the appropriate measures to increase employee engagement and retention. But, what are the other benefits of employee engagement? Continue reading to understand the true value of employee engagement.

Why Is Employee Engagement Important?

Employee engagement is one of the most important indicators of satisfaction in the workplace. It’s a key factor to the overall success of a company. Why? A study from Gallup found that businesses with highly engaged workers are 21% more profitable than those with little to no engagement. Engaged employees are more productive, less likely to look for a new job, and more likely to invest in the work that they do. Maintaining employee engagement is also one of the steps employers can follow to reduce their reliance on applicant flow and start hiring the right people from the start. Check out our free guide to uncover specific ways you can improve employee engagement at your business.

 

What Are the Benefits of Employee Engagement?

The value of employee engagement cannot be overstated. After all, your company can only be as good as its employees. Here are the three key benefits of an engaged workforce. 

1. Better Team Performance

When people are more engaged at work, it makes teams function better and accomplish more. If all of your employees are just waiting to clock out, it’s difficult for a team to get into a flow. Plus, employee engagement can be contagious. If one employee is motivated, their positive energy might influence another team member to perform in the same manner. 

2. Higher Employee Productivity

Not only are engaged employees more efficient and productive, but the actual work they produce is of higher quality. Research shows that highly engaged staff members are 22% more productive than those who are disengaged. 

3. Less Absenteeism

People are much more likely to call in “sick” when they are disengaged at their place of work. And, even when they do show up for a shift, they likely will not be fully present. Highly engaged team members, on the other hand, want to come to work because it gives them a sense of pride. 

Other benefits of having engaged employees include:

  • Less workplace stress
  • Lower employee turnover rates
  • Lower risk of burnout

No Business Can Afford to Overlook the Value of Employee Engagement

It’s easy to see how having engaged employees can transform your business’s productivity, growth, and overall success. But before you can commit to fostering an environment for engaged workers, you have to hire the right people. Luckily, Sprockets’ Applicant Matching System reveals which potential hires will succeed like your current top performers, empowering you to create highly motivated teams. Trusted by top brands like Chick-fil-A and Taco Bell, Sprockets users spend 37% less time on the hiring process, on average. 

 

A restaurant worker and text reading, "What Are the Traits of Engaged Employees?"

What Are the Traits of Engaged Employees?

What Are the Traits of Engaged Employees? 1016 528 Sprockets

Often underrated, engaged employees are one of the greatest assets you can have as a business owner or operator. These select individuals are highly motivated and enthusiastic about what they do. They go the extra mile in making sure their deliverables are met, ultimately translating to better productivity and profits for your organization.

Engaged individuals are also generally more pleasant to be around. They are like a breath of fresh air in the workplace, making it enjoyable and lively for everyone coming to work. It is vital that you learn to identify engaged employees and spot those whose engagement is lacking so you can work out a strategy on how to increase overall productivity. Now, while there are a lot of distinguishable traits that can help identify engaged employees, we will take a look at the ones that actually matter.

What Defines an Engaged Employee?

An engaged employee can best be described as an individual who is highly driven and motivated to do their work well. Engaged employees have a deep emotional commitment to fulfilling their role, helping their team, and achieving company goals. They connect to your organization’s missions and actively work toward making a contribution to its success.

From that definition alone, it is pretty easy to spot an engaged employee. It will be the person who’s always running up and down, doing the most in the organization. You’ll find them following up on ongoing projects, offering suggestions and feedback even without being prompted. All in all, engaged individuals do not shy away from responsibilities. They always do their best to give satisfactory output.

While these traits might seem minor, they can go a long way in keeping your business ahead of the competition.

Characteristics of Highly Engaged Teams and Employees Include

While there are several traits that can be linked to engaged employees, here are the most fundamental traits you’ll spot:

1. Reliable

Engaged employees can always be trusted to deliver on time. Whenever they have a task delegated or assigned to them, they will do it wholeheartedly and see to its completion regardless of the circumstances. They will carry out the task with a positive mindset because they believe their objectives are aligned with those of the organization.

2. Positive

These are the employees that harbor the “can-do” approach to any task assigned to them. They are open to new, challenging assignments and have the emotional capacity to handle them without complaining.

Engaged employees carry with them an aura of positivity, and they are always happy to be at the workplace. You won’t find them quarreling, or making excuses for failed tasks. Basically, they seemingly work toward easing your burden as a manager.

3. Collaborative

These sorts of employees are always happy to assist when needed and are great team players. Since their goals align with those of the organization, they will happily work with others to get the job done, rather than only focus on their own duties.

Collaboration also means actually wanting other colleagues to achieve their goals while helping them get there. Engaged employees are quick to adapt and support each other even without the intervention of their superiors.

Overall, the workplace becomes more pleasant for workers. Productivity also increases since employees are working together instead of competing against each other.

4. Motivated

Whenever a project begins, an engaged employee will be fully committed to seeing it through. These employees show up on time, even working additional hours until their share of work is complete.

Such employees are willing to do difficult tasks without any resentment. They know almost all the processes within the organization, even in different departments.

5. Resilient

In the case of a setback, engaged employees always bounce back quickly. They take setbacks as lessons and learn how to prevent them from recurring.

They are great students of change and are often the ones encouraging their colleagues to keep up and not get disheartened. Ultimately, by fostering such work ethic, your organization and its various departments learn how to better handle downtime.

6. Innovative

These employees do not back down from challenges. They face them head-on and come up with new and creative ways of solving them. This means being able to see beyond the day-to-day tasks and embrace the bigger picture. By doing so, it inspires fresh ideas. An engaged employee will think outside the box and take calculated risks for the sake of improving the organization.

7. Well-Spoken

Effective communication keeps the workflow easy and open throughout the organization. People are able to express their ideas and concerns and ultimately inspire improvements. Engaged employees are able to do this effortlessly. They are not afraid to share their opinions with their peers or higher-level colleagues.

Communication skills also include being a good listener. An engaged employee will take and give constructive feedback and know the exact role they play in the organization. Instead of relying on speculations and assumptions, engaged employees seek clarity in everything they do, leading to efficient operations.

What You Should Do If Your Employees Are Disengaged

While not everybody can be an engaged employee right from the start, that doesn’t mean you give up on them. Some of them just need a little push to get there. Below are some proven ways to improve employee engagement:

1. Mentorship Programs

Mentorship programs are some of the best ways of instilling values or educating a group of individuals. You can start by establishing a program that focuses on improving your employees’ weaknesses and boosting their strengths.

A great way to do this would be having them choose a leader or colleague in the organization who excels where they are weak. This will give them a chance to grow and track their progress.

2. Recognition

Another great way of boosting employee morale is by giving them recognition when they do a good job or achieve a milestone. This will let your employees know they are valued and even increase team participation. You can achieve this via simple things, such as congratulatory emails, bonuses, and mentions in company meetings.

3. Team Building

Employees take comfort knowing that their needs are listened to and that they have the support of the organization behind them. You can do this through team-building and empowerment programs.

Giving your employees a voice in key decisions revolving around their expertise makes them feel important. Team building will make them feel like they belong to the organization and are part of the team. You can come up with simple routines, like outings for lunch-and-learns or delegating other important tasks to other members of the team.

Hire the Best Workers From the Start

Restaurant workers in a team meeting

Finding engaged employees really starts with sourcing the right talent from the beginning. At Sprockets, we believe that it is crucial to find someone who meshes with your team and fits into the company with their attitude, work ethic, and values.

We have developed AI-powered software that makes finding good employees easier than ever. Our applicant matching software does this by analyzing your top talent and identifying the most suitable applicants for your organization. Also, Sprockets allows you to keep open positions in front of the applicants who best fit your organization with our virtual recruiter and sourcing tools. To learn more, feel free to contact one of our platform experts today for a free demo.