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Why Employee Engagement Starts With Well-Being

Why Employee Engagement Starts With Well-Being
From Recruiter - February 23, 2017

Employee well-being doesnt get attention from many executive leaders. In part, thats because leaders think more about the work the company does and less about the people who deliver on that work. As long as results keep rolling in, its easy to forget that behind every employee ID number is a person with real concerns and problems that can impact their performance in myriad ways that can be difficult to assess.

Eighty-eight percent of executives prioritize increasing employee engagement but struggle to find the right strategy to get results, according to State of the Industry: Employee Wellbeing, Culture and Engagement in 2017, a report from tech firmVirgin Pulse.

For these leaders whocant figure out how to get the ball rolling on engagement, employee well-being is a great place to start.

The data from the State of the Industry Report shows that well-being is a key driver of engagement, productivity, and culturethree organizational measures that are directly linked with business performance, says Chris Boyce, CEO of Virgin Pulse.

According to the report, 75 percent of companies with strategic well-being programs saw improvements in employee satisfaction and 65 percent saw improvements in company culture as a result of the initiatives. Boyce says Virgin Pulse has also seen data linking well-being programs to lower turnover rates and absenteeism and stronger stock performance.

While the value of employee well-being has been historically difficult to quantify, that is quickly changing, Boyce says. With a growing body of research proving the incredible impact of employee well-being, programs have moved from being a nice-to-have employee benefit to a must-have driver of critical business results.

Employee Engagement: All Day, Every Day

Many executives mistakenly believe they can drop a cookie-cutter engagement initiative into place, step back, and watch engagement improve. However, this simply isnt the case. Engagement programs need to be redefined and maintained to be successful.

The most effective programs engage employees in positive experiences every day, helping them build healthy, positive habits that improve their work and their personal lives, Boyce says. The daily part of engagement is crucial. Our data shows members return to our platform an average of five times a weekand theyre especially active outside of work hours.



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