It’s easy for for companies to say that employees are their greatest assets, or most valuable resource, but actually constructing a culture that values the individual experience is significantly more difficult.
At the highest level, it’s about forging the connection an employee feels not only towards their place of work, but the company at large. This in turn, influences his or her work ethic and overall attitude towards peers, clients, management, and even health and well-being.
In fact, it’s proven that employees who feel more connected with their company and peers take fewer sick days, are more productive in the office, and tend to act as brand ambassadors for the company’s strategic initiatives.
So it’s no coincidence that as a Talent Brand Planner, I’d be interested in Employee Engagement and the Employee Experience. Culture-fit, great management and belief in the organization’s mission are the table stakes, but what else does employee engagement encompass? We think it includes things like:
• Developing a high-performance culture that fosters a high-level of employee commitment
• Differentiating your compensation and offerings to better attract and retain talent with culture as a key driver
• Developing future leaders by mentoring high-potential employees
• Creating a robust total rewards package that recognizes efforts, experience and contributions
But what are we missing?
Who owns employee engagement?
Is employee experience the same, better or part of employee engagement.
These are the questions we at Brandemix are setting out to answer in the hopes that through our findings, we can deliver greater authenticity to the Talent Brand.
Help us and our followers add value to our work by taking this brief Employee Engagement survey.
Oh, and did I mention you could win prizes?