Employee engagement is not just an approach, it’s a mindset.
To understand it better, we need to start right from the beginning. Before we go on to the ‘How’, let us understand the ‘Why’.
Why is it so important to keep employees positively engaged?
As a manager, if you are able to engage your employees, it’s a huge opportunity to gain long-term commitment and discretionary effort from your team. This will lead to higher productivity.
What happens when you enhance employee engagement?
It can spike up company metrics across key areas, viz. productivity, customer satisfaction, profitability, innovation, health, safety, sick leaves, turnover, and wellbeing.
While HR functionality is essential in defining and developing an employee engagement strategy that aligns well with company goals, in order for it to deliver the benefits, it needs organizational commitment and involvement as well.
Certain quick facts:
Gallup is a ‘global analytics and advice firm that helps leaders and organizations solve their most pressing problems’. They’ve been measuring engagement for a long time and is considered as a commendable source.
- Their studies depict that 85% of employees are not actively engaged at work. These figures are a worldwide count.
- 70% of engaged employees understand better how to meet customer needs while only 17% of non-engaged employees feel the same.
- Almost 90% of employers think that employees leave for a better salary, but only 12% of employees actually do so.
(Above metrics are as per a study conducted by gallup.com)
Finally, here are the ‘Hows’:
Get them involved in planning:
Every 6 months or so, talk to them about the problem statements of the company and involve them in brainstorming sessions. Probe them to assess opportunities and come up with ideas to improve the business strategy.
By being transparent and asking for their involvement, you’ll trigger loyalty in them.
Give them tangible numbers to trace:
Josh Carlile, the CEO of WritingsGuru says,
“Nothing builds trust like showing someone your financial statement. And that’s exactly what you should do in your company.”
Take them swiftly through the financial progress or status of the company on an annual or 6-month basis. Talk to them about how every role matters, set tangible objectives for the upcoming term. This will push employees to take responsibility for the success of the company.
Add some fun quotient:
It’s important to remind your employees that only work and no fun can be a dangerous situation for their wellbeing. Promote time outs and benefits of a healthy lifestyle in a fun, competitive way. Arrange office outings or in-house celebrations to break the monotony. It’s a great way to flex everyone’s muscles and bond over fun competitions.
Keep them motivated:
Whenever there are opportunities coming up, make sure to communicate this to them. Add them in the newsletter, talk to them face-to-face or during a weekly meeting.
Keeping them constantly excited about what’s next, can help them ward off monotony and rile them up for the next success session.
Encourage them to set their career paths:
It matters to employees that their company cares for their growth. Push them to set a career goal for themselves. Make them draw up a career path in a sheet of paper, seal them in envelopes and keep them safe. After a definitive period, give back the envelopes to see if they’ve realized that goal.
As a manager, you’ll surely be able to keep your employees motivated this way.
We understand that moving from theory to practice is a big challenge. Very few companies go beyond just measuring employee engagement. Just by measuring, companies often believe that the issues are going to sort out on their own. It’s an organizational effort that calls for long-term vision. Make sure you are well aligned with the company strategies and goals, then plan your employee engagement strategy accordingly.
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