Employee engagement is a core tenet of effective management. It often makes it to the top of the most important topics being discussed today.
The more engaged an employee is the higher his performance.
Employee engagement is a fundamental concept to describe the nature of the relationship between an organization and its employees.
An engaged employee by definition is excited about their work and takes action to further the company’s interests. An engaged employee keeps a positive attitude. An organization that has many highly engaged employees will routinely perform better than companies with low-performing employees.
Employee engagement in a workplace is often the outcome of providing them with the right working conditions so that they give their best every day, remaining committed to their goals and values.
When employees care about the work they do, it shows.
An engaged worker doesn’t shy away from working overtime, even without being prodded. The engaged manager cleans the floor without being asked. The engaged nurse practitioner checks up on you instead of simply giving medicines.
The verdict is clear. Engaged employees truly care about the companies they work at. They’re more productive than the average employee and they take fewer leaves. As such, they’re more likely to continue working for a company that treats them well.
Spend time with employees and customers
Ask employees— what can be done to make their jobs easier. Work with them and let them provide you with tips on how to do the job. Southwest Airlines asks managers to spend a third of their time in direct contact with employees and customers to gauge teamwork.
You can celebrate smaller goals like getting a new customer, getting a business grant, or meeting ESG norms. You don’t always have to wait for the big wins.
Let me ask you something. How much does it cost you to recognize your employee’s actions? It boosts engagement. All it needs is a pat on the back for employees to feel special.
A study reported that recognition is a big part of work culture and is four times as likely to produce a highly engaged workforce.
Direct information flow
Hold sessions to understand and take control of gossip and rumors. This can look like a small step but is in fact a big thing to do. Managers must step in and be prepared to listen to employees and everything they have to say. Even if they can’t share anything specific about their questions, they must give a timeline of when the information will be available.
Tell people what’s important
Help your workers focus not on only a job description but also on how they fitinto the big picture. That new sense of purpose will boost their self-esteemand motivation.
Give and take respect
Employees start respecting you when you respect them for who and what they are.
If you take care of your front-line workers, they will in return take care of you. Remember their birthdays and other important dates. Understand their interests. Show gratitude when they do a job well.
Building positive relationships with employees
Create a positive work environment where employees can connect with their colleagues and build real relationships. People with friends at work are more likely to engage in the given work. An atmosphere where employees can walk away from their desks and engage in casual talk helps cultivate both respect and a sense of camaraderie.
Managers don’t fully realize the value of building these relationships.
Some ways to do this are:
Creating a book club—You can add popular non-fiction and fiction books to this
Open Slack channels for support
Provide opportunities for scheduling free one-on-one meetings
Create options for interactive games like puzzles
In addition, company outings give you a chance to host interpersonal connections and take for interactions outside the conference room. Host company-wide or department-specific outings.Again do fundraising as part of team building.
Virtual teams can bond through one-on-one or team-building meetings. Remote workplaces can offer up to meet together once or twice a month too.
Take your employees seriously
You hired someone looking at their list of talents and experience. Put that to use.They are here to make valuable contributions so ask for suggestions when you face problems and collectively involve them in decisions that affect how they work. Give them authority and responsibility to make this possible.
An employee who sees his situation as positive and would also want to contribute to the company leads to better service, quality, and higher levels of productivity leading to better rates of customer satisfaction.
This then translates to referrals and more sales.
Align company and employee values
When you interview a candidate, ask questions to determine if they fit within the culture of the company. You can train any employee on skills but it’s much harder to instill values in them.
It’s important to instill purpose or values in new employees and companies should also strive to bring in employees if they share shared values together.
Company values can help engage employees effectively.
Employees who understand company values are more likely to understand what the company expects of them.
How do you display these values? Should you discuss these with candidates? Do they play well with your work culture? Are the values listed on your site, in the lunchroom, and in other areas? Values should be more than simply words. Employees must understand them by outlining values and providing examples of what they mean.
Run crowdfunding campaigns to boost employee engagement
Crowdfunding is the practice of funding a project or venture by raising tiny amounts of money from large groups of people. Millennials (a large part of today’s workforce) increasingly believe they can change something without relying on traditional channels and that’s where the innovative concept of crowdfunding comes to play.
Crowdfunding programs are highly engaging for employees and provide an avenue for them to raise their voices to support causes they care about.
In fact, 88% of millennials say their job is more fulfilling when they’re allowed to make positive contributions to the environment and society through their job
You should allow employees to create fundraising pages to make them feel more involved.
Such fundraising campaigns can imbue the spirit of teamwork.
Team-based fitness events
Third-party events that employees want to support
The ultimate goal of creating an engaged employee is not to simply get more productivity out of them. It’s the small things that matter—taking time to appreciate employees, making sure they understand your company’s values and spending time to understand the challenges they face at their workplace all add up.
It helps employees find work meaningful and live their best lives.
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