According to a study conducted by Steelcase and Ipsos, France is the champion of disengagement. Of the 17 countries surveyed, it has the lowest percentage (5%) of engaged employees. France also has the lowest score when asked if their work environment allows them to express themselves and share their ideas freely (55%). These figures show how urgent it is to take into account employees' expectations in order to foster their engagement. What if an employee engagement tool could help you?

Why seek employee engagement?

Employee engagement is the grail for any leader or manager. The key is team spirit, well-being at work, optimised exchanges, etc. Today,employee commitment is at the crossroads of well-being at work and company performance. It therefore benefits both management and the employees themselves. Indeed, a committed employee is a happy employee, and vice versa. In fact, according to a survey conducted by the University of Warwick in the United Kingdom, an employee who feels good about his or her company is 10 to 12% more productive.

Why is engagement low?

The Steelcase and Ipsos study highlights, among the causes of disengagement, a lack of communication between employees and management. Employees don't feel heard, even though they want to propose their ideas. Only 48% of employees feel free to share projects and achievements. Furthermore, only 52% of the respondents feel a sense of belonging to the company.

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3 characteristics of an effective employee engagement tool

Feedback

An employee engagement tool must place the employee at the heart of the experience. The notion of feedback is therefore very important, because a good employee engagement tool must first allow each person to express themselves and give their opinion. Thus, some tools promise to analyse mood or measure employee satisfaction. These tools have one thing in common: they allow employees to have their say. Everyone can share their impressions, difficulties and ideas for improvement. This type of system creates a transversal and optimised communication, which is no longer restricted by hierarchy or shyness. This freedom makes it possible to quickly defuse an uncomfortable situation, to continuously improve working conditions and to ensure that employees feel heard.

Gamification

The playful dimension boosts engagement. That's why gamification is a trend not to be overlooked. By basing the user experience on points, levels and rewards, you stimulate your employees and make them want to get involved. And even when the game is not at the heart of a tool, it should still be designed to be entertaining and intuitive to use. Engagement becomes a natural and fun act.

Idea proposal

Finally, an employee engagement tool should allow you to facilitate the sharing of ideas. Idea boxes,collaborative innovation or ideation tools, several names of tools exist to share and value employees' ideas. Talents and ideas circulate in the company, and employees feel (finally) really listened to. Commitment becomes natural!