(Source: Engage for Success, University of Bath School of Management)

Employee engagement is an ongoing talking point across all organisations we work with at icandi CQ. And it should be. The fact is that companies with a highly engaged workforce are more likely to succeed and the numbers prove it:

COMPANIES WITH ENGAGEMENT SCORES IN THE TOP QUARTILE VS THOSE IN THE BOTTOM QUARTILE:

And if you’re still not convinced…

According to British multi-national, Aon (2015 Trends in Global Employee Engagement), there’s a significant relationship between higher levels of employee engagement and financial performance, with a 5% increase in engagement resulting in a 3% increase in revenue growth in the subsequent year.

Worldwide, actively disengaged employees continue to outnumber engaged employees at a rate of nearly 2 to 1. In South Africa, the state is even more dire – for every 10 employees, 4.4 are not actively contributing to the success of their companies. In fact, we have one of the highest percentages of actively disengaged employees in the world! This is even true when we have a look at some of our neighbours.

Wrong! One of the key drivers of employee engagement is effective communication.

A 2014 and 2015 nationwide survey of more than a 1,000 South African employees ranging from executives to entry-level workers from mainly companies with more than 300 employees reveals some interesting facts.

of South African companies struggle with change management.

of South African employees state they would enjoy more open engagement with their company, and that such action would aid in their motivation and performance.

want their managers to lead and communicate better.

of respondents would welcome increased communication of value (even after hours).

of South African employees believe their motivation and performance would be significantly better if their company engaged more effectively with them, allowing them to influence the vision of the company (employees want a voice).

want more meaningful communication between management and staff.

of middle managers and 70% of general staff are looking for better communication, which is in stark contrast with executives where less than 10% see the need for improved communication.

So, what’s the solution?In our experience a clearly articulated and compelling employee value proposition (EVP), evidenced through success stories, will build stronger brand advocates in your organisation. Focusing your communication attention on engaged employees, when communicating the EVP, makes all the difference in getting them to champion your cause.

Communicators need to upskill themselves to use tools and channels more effectively to engage the changing workforce. Think about it, are you connecting with employees in the same way as your marketing colleagues are shaping conversations externally? Are your communication channels giving employees a voice?

Communicators and leaders need to work together, to build a change-fit organisation – rather than continuously trying to manage change reactively.

Training middle managers as communicators and custodians of your brand is critical. They are your most important communication channel. Have you provided them with the skill to succeed as a communicator?

As a communicator, you need to strategically advise leadership while at the same time providing them with the tools to communicate authentically. Coaching leaders in their role as communicators and conversational leaders has become a critical imperative in the communication mix.

Finally, as a communicator it is critical that you foster close relationships with HR, the business and your fellow communicators to influence engagement and culture in your area in the bank.

IN OUR VIEW (AND OTHER EXPERTS WILL AGREE) EFFECTIVE INTERNAL BRANDING, INTERNAL COMMUNICATION, CHANGE MANAGEMENT, LEADERSHIP COMMUNICATION ARE AT THE HEART OF A GREAT EMPLOYEE ENGAGEMENT STRATEGY. THE RIGHT MIX FOR A MATCH MADE IN ENGAGEMENT HEAVEN. SO, LET’S PUT A RING ON IT AND DRIVE EMPLOYEE ENGAGEMENT TO FOSTER A FOREVER RELATIONSHIP WITH YOUR RECRUITS, EMPLOYEES AND ALUMNI.

Engage more. At icandi CQ we love loyal, passionate employees who offer as much benefit as loyal, passionate clients.

State of our nation

But this is an HR issue, right?

Employeeengagement

LET’S PUT A RING ON IT.

Their research is supported by Gallup (Q12 employee engagement assessment), stating that companies with highly engaged workforces outperform their peers by 147% in earnings per share, realising fewer quality defects, less safety issues andlower rates of absenteeism.

45%

22%15%

12%

24%

ACTIVELY DISENGAGED EMPLOYEE POPULATIONSUSA & CANADA

EUROPE

ASIA

SOUTH AMERICA

SOUTH AFRICA

Nigeria 12% 65% 23%Botswana 10% 53% 38%South Africa 9% 46% 45%

ENGAGEDNOT

ENGAGEDACTIVELY

DISENGAGED

MoreNett Profit

Higher Customer Advocacy

HigherProductivity

MoreInnovative

LowerEmployeeTurnover

60%61%

67%75%85%

40%75%

(Source: The State of Employee Engagement in South Africa)

THESE ARE ALL COMMUNICATION ISSUES. IT’S EVIDENT THAT AS A COMMUNICATOR YOU PROVIDE THE SUPPORT AND TOOLS TO IMPACT EMPLOYEE ENGAGEMENT.

What’s more, we understand the internal communciations landscape and the challenges you face. If you would like to discuss and learn more about engagement solutions that offer the right mix of Creative Intelligence, get in touch at kim@icandicq.co.za.

2X 12% 40% 18% 59%