Employee Engagement – Loyalty
Oh, you’ve come back to find out about our categories? How very loyal of you. See what I did there? No? Okay.
Hopefully you’ve read the introduction to Wotter (we won’t be mad if you haven’t…but here it is in case you fancy it). So you should have a fairly good idea of who we are and what we do.
What you might not know is how we do it. I mean, how can we actually help you get your engagement levels up by asking a few questions? Well we’re going to answer that over the next few articles, you lucky thing.
You see, we came up with Wotter using years of research into workplace environments and cultures, what exactly contributes to happiness and fulfilment at work, and what doesn’t. As a result, we’ve crafted 5 categories that we believe cover the entire spectrum of employee engagement.
As you might have been able to guess from the title, this blog looks into the first of our 5 categories (In no particular order) – Loyalty. Strap yourself in!
So what is loyalty? To us, it’s a little more than keeping that pesky recruiter at arms length. It’s about feeling aligned to your company, being happy to talk about them down the pub with your mates (and not in a slaggy off kinda way), and it’s about genuinely being able to see a future at work.
And of course there’s a little more that we’ll go into momentarily. Which is why we’ve split Loyalty, and our other 4 categories, into 4 smaller ‘pillars’. 4 pillars that when strong, work together to reinforce their category.
Pillar 1 – Pride
The first on this occasion is Pride. Which is probably the closest thing we have to an Employee Net Promoter Score (ENPS), if that means anything to you. Essentially, this is how likely an employee is to be an ambassador for you. How likely they would be to recommend a company to a friend. And do they like talking about your company outside of work?
Alongside providing free marketing, proud employees are more likely to feel motivated to work harder. They’re more likely to provide a better service to customers, and of course, that Loyalty element will probably grow, and they’ll stick around a lot longer.
Pillar 2 – Self-Worth
Usually companies tend to be run from the top down. Meaning of course that one person, or a few people, oversee how things are going, and have the authority to push through changes.
But how valued do your junior staff feel? Or your receptionist? Or your cleaner? Everyone plays an incredibly important role, and without them, your business would be lacking something. But do your staff know that?
This pillar focuses on self-worth, and in plain english, whether someone feels that their role has an impact on their company. If your staff don’t feel like they’re making a difference, what would the company lose if they left? Right?
Pillar 3 – Alignment
I don’t know about you, but I’ve personally worked for two companies that had their values literally painted onto their walls. Both spouting to be all about their staff, providing world class customer services, promoting work life balance, and more.
I probably don’t need to tell you that it was all for show, and I wasn’t at those companies long enough to see if they managed to finally adhere to them.
Aligning with your companies’ values makes you feel like you’re a part of something bigger. And if everyone is singing from the same hymn sheet, I can almost guarantee that the workplace culture will improve.
Pillar 4 – Future Progression
“Where do you see yourself in 5 years?” That age old interview question that makes you grin and say “Hopefully in a senior role here!”. *Cue laughter*.
Research has shown that nearly two thirds of employees would consider leaving a job if there was a lack of clear career development. It’s a really important part to get right. So is your career roadmap up to date? Do your staff know what they have to do to get their next promotion? Solve these issues and you’ll have a more motivated, loyal workforce.
That about wraps up Loyalty. Well done for sticking with us through the first of these! By the end of this set of articles, you’re going to have a really solid foundation, on which you can start improving your Employee Engagement.
As always, we’re here if you need an extra hand to lay those first few bricks. You can contact us on email@example.com or at 01243 958710.
Ta for now.
P.S, check back in soon to find out about Category 2! If you want to find out about it before anyone else, sign up to our mailing list!