Investing in Employee Engagement Is Investing in Your Company
Employee satisfaction and engagement, especially for non-desk frontline workers, is so much more than the HR department’s concern. It’s of central importance to the core functionality of a company and can determine whether a business thrives or withers. Better frontline employee engagement leads to a reduction in absenteeism, turnover, and safety problems, and increases productivity, sales, customer ratings, and profitability.
A digital workplace platform can improve employee engagement by streamlining operations and internal communication.
Investing in a cure for your pain
How can you tell if your business suffers from “disengaged employee syndrome”? Frontline employee satisfaction is a difficult thing to measure, after all. And when a factor is hard to measure, it can be difficult to convince leaders and coworkers to invest in tools or processes that aim to improve that factor.
But an investment that is a response to a clear pain point can also produce clear results, even if it’s difficult to quantify. In such cases, a reduction in the pain = ROI.
Chances are, your pain point is much more specific than “employee disengagement.” Disengagement is a symptom of problems in areas of the business that affect the employees.
It’s important to specifically outline what processes cause pain so you can later judge whether the investments you make are effective.
Perhaps your more specific pain point is spotty communication between your leadership team and your frontline workforce, an inefficient scheduling system that results in poor staffing, or a cumbersome training process.
A digital workplace platform is equipped to help you with all of these types of problems, including facilitating communications, streamlining schedule management, and providing more efficient training.
Take time for pain point analysis
It’s essential to take the time to identify the factors you want to improve. Think carefully about what success means and design ways to get a sense of whether your efforts are working. For example, start with a survey about the element in question before instituting your “cure,” and then survey again after you’ve made changes to see if employees respond differently. Further, conduct time studies to see how long process and tasks take and duplicate the studies after implementation.
Be as specific as possible about what you want to change so that you can measure most effectively. If your issue relates to one of the categories below, a digital workplace is the solution for you:
• Discover all the places relevant data could be hiding and how to extract it.
• Internal recruitment
• Recognition program success
• Associate experience
• Employee engagement
• Associate expertise
• Improved IT costs
• Shift vacancies
• Customer behavior
• Training fulfillment
• Training costs
• Better execution
• Corporate alignment
• Communication costs
• Customer satisfaction
• Workplace safety
• IT Security
Read our latest white paper — What is the ROI of a Digital Workplace? A Data-Based Approach to Determining Value — to learn more about how to identify your pain points, measure ROI, and have confidence in the value of your digital workplace.