Ready, set aaaannnndddd action! Time for another special series. In the next weeks, we will focus on Alignment. We already discussed some basics of creating alignment in the Employer Branding special. In this series we will go further from this point and unravel all you need to know about the topic. Time to build some bridges!
Where would we be without definitions. Before we start exploring it’s good to set some basics. We found there are multiple different definitions of the term Alignment out there, so we sorted through it all, sifted the good stuff and summarized it in a simple definition below.
“Alignment is all about achieving a reasonable balance between an organization and its (internal) stakeholders in order to realize organizational goals and create existence value.”
Why is alignment something you should pursue in your organization
The answer to this question is clear: every organization wants to be successful. And it are the employees that are key in order to accomplish it. Employees communicate with the outside world playing a crucial role when it comes to adding value to the organizations promises.
They communicate with the outside world, playing a crucial role when it comes to adding value to the organizations promises. So why are aligned and engaged employees something you really should pursue in your organization? Because they are your key to success!
Employee Engagement is more than satisfaction
If you ask us, the link between Alignment and Employee Engagement is obvious. Without Alignment, increasing Employee Engagement becomes harder than it already is. Employee Engagement is more than satisfaction. It goes a step further than and ensures a long-term dedication.
As Jim Harter, Chief Scientist of Workplace and Wellbeing at Gallup Research, once defined: “Engaged employees are more attentive and vigilant. They look out for the needs of their coworkers and the overall enterprise, because they personally ‘own’ the result of their work and that of the organization.”
Engaged employees are more likely willing to recommend their employer to both (future) customers and potential employees. Referrals are the strongest marketing medium one can achieve.
Benefits of Engaged Employees
Engaged Employees indirectly have influence on organizations profit since they:
– Are happier about their job in general. They will think twice before switching employer. Thus, the quality of their work will be consistent.
– Will achieve higher goals since they pay more attention to do their work properly.
– Are more customer focused and willing to take that extra mile to accomplish customer satisfactions. Since they know it is key for the organizational successes.
– Will recommend the organization to friends, family, their network. This will generate new customers and employees.
The Promoter Flywheel
Although employee engagement is a soft skill and might be hard to measure but nothing could be less true. Engagement is easily measured with the eNPS, the employee Net Promotor Score. It will give you an indication on how likely employees will recommend your organization to family and friends.On the other hand, the NPS (Net Promotor Score) shows you how satisfied your customers are and how likely they will recommend you to family and friends. Together they form The Promotor Flywheel, a cycle for profitable, sustainable organic growth.
As the figure shows engaged employees will inspire customers (and other employees) with their enthusiasm and excellence. Inspired customers will buy more, refer friend and provide feedback and ideas. Therewith an organization is able to grow sustainably.
We are already at the end of our first instalment of our Alignment special. At this point we hope to have given you insights in Alignment and how it relates to Employee Engagement. In our next instalment we talk about how you could decrease the gap between these topics. Don’t want to miss out on our special series? Please make sure you subscribe to our newsletter or follow us on LinkedIn!