Employee benefits such as paid-time off and salary no longer stand as the main drivers behind employee engagement. Today’s employees are looking for more in their workplace and day-to-day experiences. They are looking for purpose and consistent motivation to do great work. A well-engaged workforce means a more efficient and profitable company for the employer. According to a 2018 report from Gallup, 34% of U.S. workers are engaged. While that number has increased from previous years, many of today’s employers still struggle with keeping their top people fully engaged with their work. Career boredom, lack of recognition and a stagnant workplace are just a few things that can lead to employees producing lower quality work or leaving. We’ve outlined 3 important things employers should focus on to increase employee engagement within their company.
Give them purpose.
The “honeymoon” stage can only last so long after an employee is hired. Eventually, they will start focusing on their everyday experiences and what they like or dislike about their situation. Today’s workers have high expectations of the workplace. They want to feel like they are making a difference and that the work they do everyday actually matters. Giving employees purpose can mean the difference between them doing an average job or a great one. So how can employers instill purpose in the workplace? They can talk about it. Leaders should invest time into communicating their vision, goals and strategies frequently with their team and mid-level managers. This ensures that everyone is on the same page and working to accomplish the same goal. Directly connecting their work to the impact they are making on their clients or in the community can keep employees excited to do their job, increasing employee retention.
People who feel valued and appreciated for their work tend to produce better work. Communication makes that happen. It’s the key to every healthy and long-standing relationship and also an engaged workforce. This includes communicating recognition and feedback when warranted. Employees who begin excited and hyper focused on adding value to their company may become disengaged and unsatisfied when their leaders do not recognize their everyday efforts. The management book Managing Talent: Recruiting, Retaining, and Getting the Most from Talented People listed the 3 most highly rated developmental opportunities for employers as: coaching (50%), mentoring (38%) and high-quality feedback (38%). If employees are uncertain if they are doing great work, their motivation may dwindle. In October of 2018, Gallup released an article stating that 70% of the variance in employee engagement is due to the manager. All that to say, there are ways to incorporate effective communication in the workplace.
- Define goals in realistic and everyday terms. Clearly defining goals and objectives during the onboarding process and throughout a worker’s employment can keep them engaged with their daily tasks.
- Give feedback. The bottom line is, employees want to feel valued. And feedback is an important part of that. In turn, leaders should also ask for upward feedback on how they are managing or leading their team. This can be done through periodical performance reviews or simple one-off conversations between an employee and their direct supervisor.
- Open the door. Leaders should instill an open-door policy in their organization and encourage team members to speak up if they have concerns or questions.
One of the biggest misconceptions about communication at work is the illusion that it has taken place. Employers should communicate frequently and effectivity with their team members. If you’re unsure about the best way to go about those conversations, we’re here to help.
Instill a culture of learning.
Career boredom can be a factor in employee disengagement. If employees don’t have a ladder to climb or different goals to aim for, they will start looking into other options. That’s why building a company culture of learning is so important. Inspiring employees to learn new skills and further develop their talents can add more value to their company. The easiest way to start implementing this is through performance reviews. Approaching reviews with a “developmental” state of mind means focusing on what they can improve and providing next steps to make that happen. This can inspire employees to challenge themselves, ultimately keeping them more engaged with their job.
We can help.
Employers have a lot to think about when it comes to making sure their team is productive. That’s why we’re here to make life easier. Our team works with you to develop strategies centered on increasing overall employee engagement and productivity. We also help develop company culture and enhance interpersonal communication so employers can spend more time focusing on their vision and less time on HR issues.
At SourcePointe, we utilize our industry-experience to provide you with a multitude of customizable HR services, support, and solutions. All so your business can do one thing – more business. We’ll provide tailor-made solutions that fit your company’s needs while providing a solid return on your investment that pays off immediately – and for many years after that.Back to Insights