Employee engagement – driving organisational success

In today’s competitive business landscape, employee engagement is critical to achieving organisational success. At Insync, we understand the pivotal role engaged employees play in driving productivity, innovation, and overall business performance. 

What is employee engagement?

Employee engagement goes beyond job satisfaction. It’s an employee’s emotional and intellectual commitment to their organisation and its goals. Engaged employees are enthusiastic about their work, aligned with company values, and motivated to contribute to organisational success. 

Why does employee engagement matter? 

Research consistently shows that organisations with high levels of employee engagement outperform their competitors. Engaged employees lead to: 

Importantly, organisations with an engaged workforce tend to have higher earnings per share and recover faster from economic downturns. Engaged employees also tend to be more innovative and creative in their roles, which is associated with better employee wellbeing. There is a greater likelihood that engaged employees align with and promote their organisation’s values and culture, creating a virtuous cycle of engagement and cultural reinforcement. These productivity gains can translate directly to improved business outcomes and profitability in a rapidly changing business environment.  

Key drivers of employee engagement 

Through our extensive research in the Australian market, we’ve identified several key drivers of employee engagement: 

1. Recognition: Employees emphasise the importance of being told their hard work is appreciated. One in three employees say they would consider staying with their current employer if they received more recognition
2. Effective leadership and management:Management accounts for 70% of the variance in employee engagement levels. Adaptive, supportive leadership is a not negotiable when fostering engagement
3. Career development and growth opportunities: Employees value opportunities for learning and growth. Investing in skills training and development opportunities is crucial, even when budgets are tight
4. Meaningful work and purpose: Employees seek to connect with their work more deeply. They need to understand how their roles play a greater purpose in the organisation’s overall success
5. Work-life balance and wellbeing initiatives: Mental health and wellbeing have become a priority for employees. Employees believe that they are more likely to be motivated, focused, and creative in their work when they are mentally well

How to measure employee engagement

At Insync, we employ a variety of methods to measure and assess employee engagement: 

1. Surveys

Surveys are a widely used tool to measure employee engagement. These tools vary in their scope and frequency. They can be comprehensive, covering a broad range of topics in annual surveys, or they can be more frequent, like pulse surveys, which focus on specific issues and provide immediate feedback. 

A stay survey is a tool used by organisations to gather feedback from employees about their job satisfaction, work environment, and reasons for remaining with the company. This type of survey helps employers identify areas of strength and opportunities for improvement in their retention strategies, ultimately aiming to reduce turnover and enhance employee engagement.

Exit surveys, on the other hand, are conducted when an employee decides to leave the organisation. They are designed to gather insights about their reasons for departure and overall experience with the organisation. These surveys provide valuable feedback that can help organisations identify areas for improvement in their workplace culture, management practices, and employee retention strategies.

Why use Insync’s surveys?

The true value of using Insync’s Engagement Survey is the ability to identify alignment and engagement and its drivers within a highly robust and valid framework. 

You can also customise, remove, and add items to ensure your survey fits your purpose and circumstances. Most importantly, we provide you with a) benchmarked survey results so you can understand how you compare to similar organisations in your sector and b) a roadmap for success – a prioritised list of improvement opportunities that will improve your organisation’s performance. 

And why independently administered? Research suggests that in-house surveys show biased results, with employees giving higher scores (often in fear of repercussions). Conversely, employees tend to be much more candid when responding to a survey run by a party considered to be independent – thus, the results are more accurate. 

2. Employee Net Promoter Score (eNPS)

eNPS is a quick survey with a single question: how likely are employees to recommend the organisation as a workplace? This score can be a straightforward indicator of overall employee advocacy, such as how employees would speak about their employer if asked by a friend at a BBQ.  

Then, the answers can be followed up with another assessment tool to understand issues better. 

3. Interviews

Interviews offer a more in–depth approach to measuring employee engagement. Conducting one-on-one interviews with employees allows a deeper exploration of their feelings, attitudes, and perceptions about their work and the organisation. Unlike surveys, interviews provide the opportunity to ask follow-up questions and delve deeper into specific issues, uncovering nuanced perspectives that may not be captured through other methods. 

4. Focus groups

A focus group involves gathering a small group of carefully selected participants to engage in a moderated discussion about a specific topic. The focus group is led by a skilled moderator who guides the conversation.  

The interactive nature of this format generates rich, detailed insights into participants’ opinions, attitudes, and experiences. They allow the moderator to observe group dynamics and interactions, which can reveal shared understandings or points of disagreement. Focus groups are beneficial for exploring complex issues, generating new ideas, and uncovering unexpected perspectives that may not emerge in individual interviews or surveys.  

Additionally, focus groups can be more cost-effective and time-efficient than conducting multiple individual interviews. 

5. Retention and turnover rate

Another valuable metric for understanding employee engagement is the retention and turnover rate. Quantifying the number of people who stay or leave a job is essential for determining whether employees are happy and engaged. 

High turnover rates can be a red flag, indicating low employee engagement and satisfaction. On the other hand, a strong retention rate may suggest a positive work environment where employees feel valued and motivated to stay. 

This analysis can then be complemented with other employee engagement measurement tools, such as surveys, interviews, or focus groups, to explore issues more thoroughly. 

Insync’s approach to employee engagement 

Our comprehensive, data-driven approach includes: 

1. Customised engagement surveys: Tailored to your organisation’s unique needs and culture
2. Advanced analytics: Expert analysis to identify key engagement drivers and areas for improvement
3. Action planning: We develop targeted strategies to address your specific engagement challenges
4. Implementation support: Ongoing guidance to ensure successful execution of engagement initiatives
5. Continuous measurement: Track progress over time for data-driven decision-making and improvement

Benefits of partnering with Insync 

Our mantra is less measurement and more improvement, not the other way around. Many organisations have been doing employee engagement for years with little or no improvement in employee engagement. 

Unlike other survey companies, Insync is also there to help you improve. Whether you use our Engagement Survey or another well-designed and independently administered survey, we can provide expert advice on interpreting and acting on your results. 

Here at Insync, we are experts across all areas of the employee experience. Partnering with us will help your business unlock: 

• Customised, data-driven solutions that fit your organisation’s unique needs
• Expert analysis providing actionable insights
• Ongoing support to drive continuous improvement
• Benchmarking against other Australian organisations
• A proven track record of success in improving employee engagement

“What sets Insync apart is their dedication to improvement. Beyond simply delivering a comprehensive survey, they provided us with a roadmap for success, outlining actionable steps we could take to enhance our performance. I cannot recommend Insync highly enough. If you’re looking for a partner who will go the extra mile to help your organisation thrive, look no further than Insync” – Chief Executive Officer, Sparkways

Case study: West Arnhem Regional Council (WARC) 

WARC faced a significant challenge with employee turnover at 57%, costing an estimated $2.9 million annually. By partnering with Insync to measure and improve employee alignment and engagement, WARC reduced turnover by 25%, saving millions each year. This success demonstrates the tangible benefits of focusing on employee engagement. 

You can read our exclusive case study here.

Partner with Insync for employee engagement success 

Investing in employee engagement is not just a nice-to-have; it’s a business imperative. By partnering with Insync, you gain access to cutting-edge research, proven methodologies, and a team of experienced consultants dedicated to helping you achieve your engagement goals. 

Let us help you unlock the full potential of your workforce and drive your organisation towards greater success. Contact Insync today to learn more about our employee engagement solutions and how we can support your organisation’s growth and success. 

Click below to download our employee engagement offering guide. Alternatively, click here for a video overview.