Employee engagement is becoming an increasingly relevant topic in the public sector as organizations attempt to provide more meaningful and practical working conditions for public servants. The Office of Personnel Management (OPM) has requested that agencies take various measures to monitor progress more effectively on the priority in the President’s Management Agenda (PMA), which strives to improve and empower the Federal workforce. The objective of the workforce priority area is to advance the vision of the Biden-Harris administration to have the Federal government become a premier employer that is operated by a skilled, diverse and engaged workforce. This objective was identified by the Office of management and budget (OMB) as one of three primary PMA goals last year.
“Increase agency OPM Federal Employee Viewpoint Survey (OPM FEVS) Employee Engagement Index (EEI) scores by narrowing agency-identified gaps in EEI by employee group or organizational unit by 20 percent” is among the first four objectives that have been specified in the guidelines. To achieve this goal, OPM has requested that all agencies examine their Federal Employee Viewpoint Survey (FEVS) Employee Engagement Index results and analyze the data to see which areas have been prosperous and need improvement.
This blog article outlines strategies for increasing employee engagement in the public sector. It starts by discussing the importance of creating an action plan to serve as a roadmap for achieving objectives and communicating it to employees through multiple channels. It then suggests successful techniques such as offering professional development opportunities, rewarding and recognizing employees, and creating a sense of purpose. These strategies help foster an atmosphere that encourages employee engagement, leading to improved employee satisfaction and enhanced levels of engagement.
What is employee engagement?
Employee engagement is the commitment and involvement employees have in their work. It is an essential measure of success for any organization, linked to job satisfaction, organizational commitment, and employee retention. Employees are considered to have a high level of engagement when they are incredibly motivated and productive and have a feeling of purpose and connection to their job. The organization and employees are responsible for cultivating an atmosphere conducive to employee engagement.
Not only does the actual job that employees do factor towards employee engagement, but so does how they feel about their work. An engaged employee genuinely cares about the organization’s success and how their contributions contribute to its mission. They are dedicated to their work and highly driven to perform to the best of their abilities. They feel connected to the company and have a high level of productivity.
Engaging employees is more than ensuring they are happy in their jobs. It is about cultivating an atmosphere where employees feel respected, appreciated, and motivated to perform their best. It is about cultivating an environment that encourages trust, creativity, and collaboration.
Benefits Associated with Employee Engagement in the Public Sector
Employee engagement is crucial to organizations operating in the public sector. Employees engaged in their work are more likely to remain with their organization, have better job satisfaction, and produce higher performance.
As a result, they are also more likely to:
- Contribute to a sense of purpose inside the organization and be dedicated to the mission of the organization.
- Be innovative and take the initiative to make improvements. They are prepared to go above and beyond duty to make the organization successful.
- Acquire new skills and take on more responsibilities.
- Be committed to their organization and remain employed, which results in a higher return on investment for the organization.
Using the Federal Employee Viewpoint Survey (FEVS) to Measure Employee Engagement
OPM administers a survey known as the FEVS to assess the level of engagement among federal employees working in the public sector. This survey aims to determine federal employees’ satisfaction with their jobs, organization, and managers. The results of the survey influence organizations’ decisions about workforce management and developing policies and practices that contribute to an improved workplace. The survey results provide the Office of Personnel Management with helpful insight that can be utilized to make the federal government a better place to work.
Developing an Action Plan for Employee Engagement
A strategic action plan for employee engagement is essential to effectively engaging employees in the public sector. A plan of action needs to include the goals to be accomplished and the actions that will be taken to accomplish those goals. The strategy needs to be adapted to the organization’s requirements and emphasize the areas of the organization that the FEVS has identified as requiring improvement.
The strategy should contain specific and quantifiable objectives, such as boosting employee satisfaction and enhancing employee engagement. These actions may also include offering opportunities for professional development, enhancing communication between employees and management, and recognizing employees for their accomplishments.
Communicate Your Employee Engagement Action Plan
Once an organization has developed an employee engagement action plan, it must communicate it to its employees. Using multiple communication channels ensures that all employees have access to the information. Although it may seem obvious, many organizations skip over this crucial concept. Many communication channels can be used, such as providing information about the plan to employees through periodic emails, posting information about the plan in visible locations throughout the workplace, and communicating it in town hall meetings.
The organizations’ leaders should also communicate how they will follow up on the action plan to ensure that the actions have been completed. Not following through on the actions communicated in the employee engagement action plan can potentially lead to lowered levels of employee engagement. Employees may lose trust in the organization and believe their opinion was not taken seriously if a high-priority action is not followed.
Strategies for Increasing Employee Engagement in the Public Sector
After developing a plan of action for increasing employee engagement, the next step is to practice techniques that are shown to be successful in achieving the plan’s objectives. These strategies should concentrate on developing an atmosphere in the workplace that fosters employee engagement.
- Professional Development Opportunities: One beneficial strategy is giving employees the opportunity for substantial professional development. Professional development activities may involve allowing employees to participate in mentoring programs, professional development courses, and other educational opportunities.
- Reward and Recognize Employees: Developing a program to reward and recognize employees is yet another successful technique that may be used. Organizations can reward and recognize employees with monetary rewards, such as bonuses, non-monetary awards, such as certificates of appreciation, a more flexible work schedule, and recognition from colleagues and supervisors.
- Create a Sense of Purpose: Organizations can provide employees with a sense of purpose and a connection to the mission of the organization they work for. This strategy might include giving employees clear job expectations and more challenging or meaningful work. Another option is providing employees with the opportunity to be engaged in decision-making. Doing so will allow employees to feel that their opinions are heard and valued.
Overall, organizations should take the time to follow through on these commitments and let their employees know that their voice matters—informing employees that their voice matters will positively influence employee engagement levels within the organization. Take the time to develop an employee engagement action plan and use these strategies to get employees more engaged in your organization. Investing in your employees can create a positive work environment that leads to improved morale, performance, and overall satisfaction. Start getting your employees more engaged today!