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3 min read

Even before engagement was ranking as a top concern in reports and surveys, employers saw the connection between happily engaged workers and the numerous business benefits.

While the benefits coming from strong employee engagement are unique to each organization’s case and needs, the positives for the individuals – employees – are unique in how they impact their personal situations.

Everyone prioritizes different parts of their life, and so with employee engagement solutions affecting different parts of this ‘human’ employee experience differently, here’s how and why individuals perform at their best when they’re happier with a positive employee experience.

 

How is employee engagement different for individuals?

The bricks that build up great employee engagement and employee experience (EX) can be both key business priorities and smaller, more niche benefits.

Think back to your last position, or even your current job: What did you mention first when asked ‘what do you like most about your company?’.

Chances are, you didn’t respond with sales numbers, branch locations and more. Instead, we prioritize things that impact us personally. We think about what we bring home each day, mentally and physically, and how our experience at work helps us enjoy our day-to-day and extracurricular activities.

 

What the best employee engagement solutions focus on 

Above everything else, employee engagement solutions providers should keep employees’ quality of life in the front of their mind.

While this may seem vague or loosely defined, it’s more important that providers take away this: Quality of life ties the different priorities of employee engagement together, and is how the employee experience is measured by individuals.

 

Here are some of the factors that affect a workplace’s quality of life and employee engagement:

 

Employee mental health:

The workplace can be both a promoter and detractor for mental health. The Mental Health Commission of Canada notes that employment helps us feel productive and fulfilled, but that the office tends to become stressful at times.

They note that approximately 70% of Canadians are “concerned about the psychological health and safety of their workplace”, proving that mental health is one of the things employees value most.

How much support employers or employee engagement solution providers offer definitely impacts the mental health of employees, too. This study shows that employees feel more healthy mentally when their company speaks about mental health openly and supportively.

Feeling positive and happy at work boosts productivity, lowers sickness-related absences and sharpens employees’ attention to detail, making their work feel more rewarding for both them and their company.

 

Morale:

While morale is more of a team-wide metric, teams are made up of individuals, after all – teamwork is valued heavily in the workplace, making or breaking a job for many. When we get a chance to get to know our coworkers and produce great results with them, morale gets a healthy boost.

Ample opportunities for collaboration and trust-building are key to build up morale. Additionally, ensuring that the employee engagement solution has tools/channels for great communication between teams will form a more positive experience overall.

Also contributing to morale, plugging incentives into the employee experience can keep employees aligned and engagement while they’re working by themselves or as teams. But incentives can’t just be thrown into the mix: They need to be targeted, improving a specific part of employees’ experience so they add to quality of life.

 

Satisfaction:

If mental health and morale are factors tied to specifics like supports and teamwork, satisfaction is a product of employee engagement solutions that has its hands in many parts of the employee experience.

In order to have a satisfied workplace, employees need to feel motivated. Motivators like the chance to grow, learn, develop new skills and progress upward can help individuals feel that their company is doing more than just engaging them, instead also offering ways for them to excel at other areas of their life (and future positions), too.

Organizations and providers should prioritize these motivators, as they strengthen workforce resilience and retention, as well.

 

Engaged individuals have a more rewarding experience

Employee engagement solutions benefit the whole organization as a rule, but for the individual employees they can bring many particular positives.

When employees are healthy, feel secure, motivated and satisfied, they naturally bring their best work to the office – and take their best self back home after the shift is over.

Teri Maltais

by Teri Maltais

With a passion for delivering the right message to the right audience, Teri is an experienced communications professional and Marketing Director for iTacit.