ERGs Promote Employee Engagement in Younger Workers
Organizations are known to implement a variety of strategies in order to boost their company value, productivity and employee engagement. Among these elements, employee engagement is always a top concern, and companies go to immense lengths to ensure that their employees remain fully engaged.
Monitoring and Boosting Employee Engagement Simultaneously
On one hand, the human resource department uses employee performance appraisal software systems for feedback, further implementation, and improving employee engagement. At the same time, it’s important to use strategies that reinforce employee engagement, such as with the use of ERGs. To understand more about obtaining data on employee performance, you can request a free demo.
Amid some of the strategies that are used for engaging employees, ERGs (Employee Resource Groups) are becoming increasingly popular. While these groups have been known to significantly increase employee engagement, finer aspects remain ambiguous. This is why, among other points to investigate, there is significant interest in revealing why ERGs might positively impact one age group more than another.
Age Groups that Favor Companies Implementing ERGs
In a survey conducted, it became quite clear that the ages of employees played a significant role in how they perceived the existence of ERGs in companies. According to the latest statistics on ERGs, it appears that employees between the ages of 18 and 34 are interested in joining ERGs.
Older participants of this, survey conducted to determine the interest that individuals have in ERGs, showed decreasing interest in joining. While there may me be other reasons for this, some experts say that it’s quite likely that younger people represent changes in demographics.
New Job Seekers are Drawn Towards Companies that Have ERGs
According to the input by participants, more than half of them seem keen on joining companies that have ERGs, which might hint at a more diverse set of young individuals holding views that differ significantly with older workers. While this piece of data was encouraging, when broken down, it again indicated that younger individuals were keen to work at companies with ERGs. Furthermore, the existence of ERGs tends to help retain more than 60% of young employees. These respondents believe that the ERGs would have a positive impact on the company.
The presence of ERGs at companies is also known to impact the engagement levels at companies. Around 77% of individuals falling in the 18 to 24-year-old bracket, and 83% in the 25- to 34-year-old bracket noted that they had higher engagement levels due to the existence of ERGs.
ERGs Build Company Value
The whole objective of having an ERG is to create value for the company. If this does not happen, you will only be left with a group that hosts socialization of employees with no real worth being added.
Although, in most cases, you will find that socializing is encouraged for the sake of building a better environment, the real value of having a functional ERG is so that employees can be more engaged in their work. Elements related to work such as data that helps employees improve their performance is among the more attractive set of elements of an ERG. Finally, it can be said that ERG implementation would suit companies that employee younger employees. It’s likely that as you assess companies operating in different industries, you may not see ERGs in those that have a work force with older employees.
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