5 Ways to Keep Your Employees Engaged

As per the Global Employee Engagement Index, we Europeans are lagging behind employees in Northern America and are even below the global average when it comes to engagement. A disengaged workforce can cost your company millions in hiring fees and lost productivity, so keeping your employees engaged should be a top priority. Check out our top 5 tips on how to start! 

 

1) Allow people to be themselves

Many companies, even industries, force a way of being on their employees. This might be by way of a strict dress-code or with company jargon. Sometimes, it can go even further. Studies have shown that companies who allow their employees to be authentic in the workplace suffer lower numbers of employee turnover, and enjoy increased levels of employee engagement. 

So, how can you do this? One way is to focus on employee-centric orientation. Don’t drown your new employees in corporate lingo and organizational identity. Instead, focus on their own personal identity and what they can bring to the job, and how the company can best serve them.

Allow them to work in the way that suits them best. Maybe they are night owls and do their best work in the evening. Maybe they are extremely fast workers and get things done quicker than other people. By acknowledging that people work differently and allowing for this, you will also see a boost in your output levels along with increased engagement.

2) Continue to support remote work 

According to PWC, 54% of CFOs are considering making remote work permanent in an effort to prioritise safety. So, should you be doing the same thing? 

If you have achieved success with enforced remote working over the past year, then you should consider keeping it going. This doesn’t have to be a steadfast rule. You can offer the possibility of working from home a certain number of days per week or making a physical appearance at some meetings to be mandatory. Essentially, we would suggest offering a mixture of both home and office work. Why? Many of us have got used to working from home, we don’t miss the commute and we have figured out how to be our most productive. At the same time, we miss a human connection. There’s nothing quite like sitting next to your colleagues…and getting out of the house! By offering a combination of the two, you will allow your employees to choose what works best for them.

3) Celebrate successes

Most companies do this already to some extent. But not enough. Instead of only celebrating the big wins, smaller but equally significant achievements should be recognised. This recognition should be immediate, so waiting for mid-year and year-end reviews is too late. You would call out bad behaviour on the spot, so why not celebrate success immediately too?

You shouldn’t celebrate successes in the same way as each employee will react differently. Some will appreciate an email shout-out whereas others might like a quiet word with no-one else around. Managers should know their employees well enough to decide how to show their appreciation for a job well done.

4) Remove blockers

Have you ever had days, or even weeks, when you feel like you haven’t even managed to do your job because your calendar is full of meetings, or because you have spent too much time on paperwork? How did you feel? Demotivated? Unengaged? Tired? We get it, we’ve all been there.

By removing things that hinder your employees’ job performance, you will lighten their workload and also give them more time to concentrate on what you hired them for – their job. Make sure that meetings are scheduled for things that are important, and if it has to happen, ensure that an agenda is circulated beforehand to keep people on track. Are your internal processes causing issues? Get together with senior management to see how they can be changed.

5) Seek feedback

This one is crucial when it comes to employee engagement. Why? Well, they allow you to deal with small issues before they become major problems and also give your employees a proper voice and platform to share their thoughts. How else will you know that tips 1 – 4 are working? 

Remember, this can’t be a one-off thing and should be done on a regular basis. This doesn’t mean you need to send out long-winded surveys to your teams each month. Quick pulse checks can suffice – particularly if you want to know thoughts on a certain point quickly. Consider different ways of asking for feedback too. By using voice technologyyou will see an increase in survey participation and more insightful feedback than before.

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