The larger the company, the harder it can be to remain connected to employees at every level. Through employee engagement committees, organizations hear directly from their employees about their needs, pain points, and suggestions. Employees feel their voice is heard, while the employer receives feedback constructive and organized feedback. In this week’s blog, we’re looking at employee engagement committees and the benefits they can provide to both employer and employee.
What is an Employee Engagement Committee?
The goal of an employee engagement committee is to create a forum for communication between leadership and employees. I can also help to foster relationships between departments that wouldn’t normally interact, increasing employee morale and camaraderie as a whole. It should provide insight into the health of the company culture, how employees perceive your company values, and inspire changes in process, operations, and strategy.
Employee engagement committees should not consist of your key decision-makers, but rather individuals representing your employee population at different levels. Not only will your employees feel heard, but they will be more likely to share ideas and feedback openly without the presence of leadership.
What Are the Benefits of Having an Employee Engagement Committee?
Forming an employee engagement committee can provide many benefits to your organization and employees. It can foster a culture of inclusivity and teamwork across the company and can open lines of communication across departments and employee levels. While the benefits are many, some of the key benefits include:
Promoting Work Satisfaction
Having an outlet for employees to voice concerns and share ideas can improve the organization’s morale and culture. Tapping into and engaging with employees can provide purpose and meaning in the work they do, helping them to become more invested in working toward the betterment of the organization as a whole.
Giving Everyone a Voice
Employee engagement committees provide a safe forum for all employee levels to be represented and heard. By giving employees at every level a voice, leadership can learn key insights into the daily activities of the organization. Employees not traditionally included in the decision-making process are often the best resource to identify better management practices, time and cost-saving opportunities, and overall efficiencies in the organizational process.
Gaining Employee Buy-In
When employees are given a seat at the table for meaningful conversations regarding the strategy and direction of the organization, they are not only more likely to have a better understanding of the values and mission, but they will also be more invested in helping to achieve it.
Bringing Issues & Pain Points to Light
When input is coming from a variety of organizational levels and departments, it can paint a clearer picture of operational or process-related issues within the organization. These conversations can shed light on existing bottlenecks and inefficiencies that may have not otherwise been known to leadership.
Promoting Collective Problem Solving
Similar to the above, having a group that is representative of your employee population will allow leadership to tap into varying perspectives to better inform process improvements and organizational strategy. Not only will employees be more in line with the direction of the organization, but they will feel more connected to the decisions and progress being made.
If you’re considering forming an employee engagement committee, a good place to start is by asking for a volunteer from each department and level within the organization. Once formed, the committee can establish guidelines and goals, then create surveys, initiatives, and objectives to complete those goals. If your organization is looking for more ways to improve operations, culture, or simply to better engage with their employees, an employee engagement committee is a great place to start.
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