The Key to Compliance and Efficiency with Employee Engagement

Studies show that employee engagement has not returned to pre-pandemic levels. PR Newswire indicates that in the U.S. alone, disengaged employees cost organizations an estimated $450–550 billion each year. 

When employees feel connected, empowered, and valued, the ripple effects are profound: fewer mistakes, higher productivity, and reduced costs.  

But what does engagement really mean, and how can organisations foster it?  

In an interview with Julien Le Terrien, Chief Customer Officer at Mobilexpense, we discovered some actionable insights on this topic. Here’s a recap. 

What is employee engagement? 

We all have a sense of what engagement means, but defining it precisely is more challenging.  

Is it simply being involved? Does it require focus, motivation, and dedication? Or does it extend to enjoying one’s work and feeling loyal to one’s organisation? 

At its core, engagement is about connection and relationship. Whether with a brand, a team, or a mission.  

In Julian’s words, “Before being engaged in life, it’s good to have a relationship first.” Whether you’re building customer loyalty or team cohesion, the first step is forging a connection. 

For Julian, this concept is more personal. As a runner, his favourite brand resonated with him because of their mindset, which aligned with his values. That initial connection grew into loyalty over time.  

Similarly, in business, fostering engagement starts with creating meaningful relationships. 

What are the benefits of employee participation and employee involvement? 

According to Gallup, employee engagement has a very real impact on organisational success. Companies with highly engaged workforces are 24% more profitable. 

Engagement isn’t just a feel-good concept—it has tangible business implications.  

According to the study, engaged employees are 60% less likely to make mistakes compared to their disengaged peers.  

Moreover, disengaged employees cost organisations 30% more, as HR Drive reports. This includes costs from non-compliance, errors, fraud, and the time spent correcting and retraining. 

The takeaway? Engagement saves time, money, and resources while driving better outcomes for businesses and their employees. 

How to improve engagement in the workplace using expense management?

The three pillars of employee engagement in expense management 

In the context of travel and expense management, Julien identified three critical areas to focus on: policies, training, and tools.

1. Policies: Building a policy of fairness

Clear, fair, and accessible policies are the cornerstone of employee engagement. Employees should know what they can expense, how to do it, and the workflow involved. Fair policies foster trust, while clarity reduces confusion. Julien emphasises that policies should align with your company’s values and goals:

• Do you prioritise trust? Consider a more flexible policy. 

• Are you in a highly regulated industry? Opt for tighter controls. 

Accessible policies are equally important. Employees shouldn’t have to search high and low for the latest version—make it easy to find. Clear and fair policies can raise compliance by up to 30%, saving significant time and money.

2. Training: Continuous learning is key

Training shouldn’t stop after onboarding. Employees often forget what they learn, especially if they don’t use it regularly. Continuous training ensures employees remain confident and competent.

Julien advises leveraging your provider’s expertise to offer the best training resources. Providers often have deep insights into common user challenges and best practices. Recognising internal champions who can support their colleagues also boosts engagement and reduces reliance on external resources.

3. Tools: Centralised and user-friendly solutions

A user-friendly, centralised tool can significantly enhance engagement. Employees need a platform that is easy to use and consistently implemented across teams. However, balance is key—while consistency is crucial, local teams should also feel empowered to adapt tools to their specific needs.

Working with your provider ensures tools are harmonised for global usability while offering local flexibility. Providers can also provide engagement metrics, such as mobile app adoption rates, to help organisations measure and improve engagement. 

Revisiting success metrics 

Engagement doesn’t stop once a tool or policy is implemented. It’s essential to revisit your success metrics regularly. For example, you might initially focus on compliance and control. But over time, you may find that your tools are also improving employee satisfaction and productivity. 

Adjusting your criteria to reflect these evolving benefits ensures you maximise the value of your tools and processes. As Julien puts it, “Review your success criteria to focus on user happiness and empowerment. It’s not just about control—it’s about making life easier.” 

Final Thoughts 

Employee engagement is about more than compliance—it’s about building connections, fostering trust, and creating an environment where people feel empowered to succeed. By focusing on clear policies, continuous training, and user-friendly tools, organisations can unlock the full potential of their teams while saving time and resources. 

As Julien concludes, “Engaged employees drive compliant, efficient businesses. It’s a win-win for everyone.” 

Ready to raise engagement in your organisation? Start with these three pillars, and watch the ripple effects transform your team. 

All sessions from The Expense Summit 2024 are available here. Visit our website to watch and learn how your organisation can stay ahead in the world of corporate finance.