Employee engagement does not start the moment a company hires its new employees. Their commitment and loyalty are still something to be developed and cultivated over time. There is, however, a notion and preconceived expectation that they must be “engaged” as soon as they start with their jobs. After all, they are bound by a contract. The tricky part is how to keep them engaged and involved to ensure that they stay.
There are many ways to improve employee engagement and we have listed five essential ones.
There are many ways to improve employee engagement and we have listed five essential ones.
1. Lead by example.
You know the saying, “Walk the talk.” As a leader, make it your job to lead by example – embody the company’s values, vision, and mission. Believe and own them before you pass them down to your employees. Show them how things are done. When everyone shares the same values and work towards a common vision and mission, everyone feels they play an important part in the success of the business.
You know the saying, “Walk the talk.” As a leader, make it your job to lead by example – embody the company’s values, vision, and mission. Believe and own them before you pass them down to your employees. Show them how things are done. When everyone shares the same values and work towards a common vision and mission, everyone feels they play an important part in the success of the business.
2. Gear toward employee satisfaction.
Employee satisfaction encompasses a broad spectrum: from job safety and security to relationship with coworkers and immediate supervisor, compensation and benefits, work-life balance, communication between employees and management, and recognition of employee performance.
These are factors that contribute to employee satisfaction. More importantly, they are needs that should to be addressed. Needs may be different from one person to another but if we can identify their common needs and meet them, we can warrant employee satisfaction. Remember that when employees are satisfied, we strengthen their commitment and loyalty to the company. Thus, they become more engaged.
Employee satisfaction encompasses a broad spectrum: from job safety and security to relationship with coworkers and immediate supervisor, compensation and benefits, work-life balance, communication between employees and management, and recognition of employee performance.
These are factors that contribute to employee satisfaction. More importantly, they are needs that should to be addressed. Needs may be different from one person to another but if we can identify their common needs and meet them, we can warrant employee satisfaction. Remember that when employees are satisfied, we strengthen their commitment and loyalty to the company. Thus, they become more engaged.
3. Let employees take part in realizing business goals.
Employee engagement must start from day one. The company’s business goals must be conveyed to your employees clearly. Make them feel that they play a very important role in realizing these goals. Keep in mind that any company is nothing without the people developing the products, ensuring consumer satisfaction, and generating revenue.
Employee engagement must start from day one. The company’s business goals must be conveyed to your employees clearly. Make them feel that they play a very important role in realizing these goals. Keep in mind that any company is nothing without the people developing the products, ensuring consumer satisfaction, and generating revenue.
4. Give employees some autonomy and independence.
There is a logical reason behind bosses and managers closely monitoring employees’ working hours. However, what they’re forgetting is that employees also need some amount of autonomy and independence. This is to allow individual preferences and personal processes such as how each of us learns something and how fast, as well as in working around certain tasks, as long as they meet the expected result.
Simply put, do not place your employees in a box. Some amount of autonomy and independence will make them feel that you trust them and their skills to get the job done.
There is a logical reason behind bosses and managers closely monitoring employees’ working hours. However, what they’re forgetting is that employees also need some amount of autonomy and independence. This is to allow individual preferences and personal processes such as how each of us learns something and how fast, as well as in working around certain tasks, as long as they meet the expected result.
Simply put, do not place your employees in a box. Some amount of autonomy and independence will make them feel that you trust them and their skills to get the job done.
5. Recognize employees and provide opportunities for growth and advancement.
Unrecognized employees are unhappy employees. Thank them for a job well done or for meeting their deadlines. Give credit where credit is due. Create an environment where they can be rewarded for showing more engagement in their jobs.
Unrecognized employees are unhappy employees. Thank them for a job well done or for meeting their deadlines. Give credit where credit is due. Create an environment where they can be rewarded for showing more engagement in their jobs.
At the end of the day, a job is just a job. But it is the opposite for people who feel empowered and truly valued because aside from the monetary compensation, they feel important and they know their worth in the company. They want to achieve personal and career growth. More than anything, they need a company that takes good care of its people. Knowing these and using them to your advantage would mean tremendous improvements and potentially rewarding opportunities for the growth of your company.
