High employee engagement in the office leads to high performance levels and faster growth for the business. It is also linked to higher revenues, lower costs due to low attrition rate, and a safer work environment as safety hazards are quickly identified and eradicated. Doesn’t that sound like the perfect work environment? Unfortunately, even the deepest pocketed companies stumble into problems and resistance when efforting to ramp up their employee engagement levels. To help you achieve this goal, here are the five pillars you must build your employee engagement programs with:
Set your work environment up in a way that encourages open communication. If your employees don’t feel comfortable enough to openly voice their concerns about how you are managing the business or how coworkers are acting, it creates tension and strain in the employer-employee relationship. It also leads to congestion of workloads, which can delay your business’ progress. Secure invaluable insight from your employees with the help of survey forms, suggestion boxes, and bi-weekly meetings to discuss satisfaction and happiness rating within the workplace. Give your employees multiple platforms including employee engagement survey forms to express their thoughts and leave feedback anonymously. This should encourage the more reticent employees in your workplace to participate.
Disseminating information to your employees is another important pillar of employee engagement. If they are oblivious to what the company is doing and where it’s headed, they cannot offer any relevant insight or feedback. Avoid making data exclusive to the higher ranks of the office. Instead, let everyone in on what’s going on, whether it’s a possible merger and acquisition deal with another company or a major overhaul in product design. If you are delivering bad news, strategize as to how you deliver the information. Transparency shouldn’t be mistaken for bluntness as the latter could spark chaos and panic. Moreover, make it clear how individual jobs and daily responsibilities factor into the big picture.
The importance of corporate culture cannot be overemphasized when it comes to employee engagement. Culture tends to be an abstract concept; there is no direct way of defining or quantifying the culture inside a workplace therefore there is no direct way/s to change it. Before you can make any long-term changes to your business’ culture, you must first identify the existing culture built in. What values does your business uphold and push for the most? What’s the mission and vision that you try to strongly imply through your marketing campaigns?
Employees don’t like the stagnation that comes with most job positions. This is especially true with today’s generation of professionals. Gone are the days when employees were happy with work stability and the weekly paychecks it provides. The current employee craves challenge and a professional ladder to climb on. If you want your employees to engage their work and workplace more aggressively, help them grow as a professional. Provide a robust training and coaching program that instills new skills, such as public speaking. Investing resources into these programs can show your workforce that you truly care about their career advancement and that there is something to work towards in your company.
Humans desire recognition for their efforts. Employees don’t want to feel that they are slaving off eight hours a day, 40 hours a week for nothing more than a paycheck. Introducing rewards and recognition can increase employee engagement almost instantly. In most cases, however, rewards, both cash and special privileges, are given with minimal to no fanfare. Gather your troops when giving out gifts and bonuses. It’s a lot more satisfying of a feeling to be given a reward for your hard work and contributions to the company while your coworkers watch and applaud.
Inspire more participation from your employees by building on the five pillars aforementioned in this article. With a solid foundation, your business is on its way to dominate its respective market.
by: Lee Flynn