10 Tips to Boost Employee Engagement

Employee engagement is one of the most popular yet misunderstood organizational topics. It is a key competitive differentiator in the modern business landscape. And, unsurprisingly highly engaged employees are productive, and also it turns workers into your best advocates. This isn’t only my thoughts. It is a proven study.

In studies by the Queen School of Business and the Gallup Organization, disengaged employees had 37% absenteeism, 49% more accidents, and 60% more errors and defects. In organizations with low employee engagement scores, they experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower shear price over time.

Welcome to BCM, the place where you can upgrade yourself with new pieces of information on modern business ideas. Today, we will be trashing out modern cooperatives world’s one of the less developed cultures – employee engagement. Do you want to know – How to improve employee engagement? What are the tips to boost employee engagement? – stay with the discussion.

But before moving ahead, we want to discuss – Why employees become disengaged and leave, or worse – they stay.

The reason includes:

Lack of recognition and reward.
Lack of trust in leadership.
Lack of freedom at work.
More other reasons too.

Why does engagement matter for people at work?

For those who are deployed for specific work, being engaged with their job, organization, and colleague play a crucial role in their overall satisfaction and experience. People become more energized and efficient and go beyond what is anticipated of them. Naturally, this influences their mental health at work and can positively impact those around them, such as colleagues and customers.

Engagement matters at work because it:

Improve employee loyalty.
Increase productivity.
Better Customer Service
More profitability.
Higher Employee stratification & Happiness.
Better adoption of company Initiative

Now we know why engagement does matter. Now we need to act on that, so what step must you take? Today, we’ll be sharing tips to Boost Employee engagement. Consider these tips to improve employee engagement.

1. Communicate your company vision & goals

Easy and simple, if your people don’t understand, what the goals really are, how can you expect your Goal to be me? Goals can change according to markets, so if the company has a new strategy or is taking a new direction. You must ensure that what you have about your work Goals and visions must be shared with employees. Those Companies’ leaders who communicate clearly, consistently, and transparently about their vision for the organization, they experience higher levels of employee trust and engagement.

Unfortunately, many employees don’t feel like they know their company’s Goals and Visions. 40% of employees don’t know what their company stands for, while just 50% feel connected to their company’s mission.

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2. Lead with optimism

As we all know, leaders of companies play a crucial role in fostering employee engagement. Projecting a positive attitude about the company, work culture, professional role, and life, in general, can have a positive impact on employee engagement. In addition to being skilled and competent bosses, leaders act as role models by setting a professional, positive tone and leading by example. Beginning each day with an optimistic outlook can provide an energy boost that improves employee engagement and morale.

3. Create a healthy and positive work environment

Fostering a culture of trust and respect improves employee engagement and plays a crucial role in strengthening work stratification. A friendly work environment that emphasizes teamwork and makes them feel great among all employees at all levels of the organization improves interpersonal and organizational trust, employee engagement, and an overall sense of community. This is another suggestion to improve employee engagement.

4. Be approachable and visible

As a leader, you must be visible, available, and approachable at the workplace. An effective leader engages with employees’ families – not to spy on them but rather to genuinely interact and speak and to be there for team members. Many high rankers keep an open-door policy – allowing employees to come and share their idea with their bosses. However, it could be better if a leader walks through it on his, or her way to spending meaningful time in the workstation to build healthy engagement with their team members.

5. Encourage professional growth and learning

One of the best ways to boost employee engagement is to understand the career goals of your team members. It is a great idea to encourage and help your team members to work toward their higher aspirations by giving them time to learn new skills to enhance their careers. It ensures employees that their job in your company helps them get close to their goals. The goals lie in working on an innovative project for the company itself.

You can also encourage your employees to develop personal projects and implement creative ideas. Apple CEO Tim Cook allows certain employees to spend 20% of their work time pursuing a new project that may help Apple. You can do something like that.

6. Boost interpersonal and organizational trust

Great leaders keep their word, inspire employees, and build confidence & trust among team members interpersonal trust must be earned, and both stem from an intentional effort to follow through and align one’s behavior and values with the institutional vision, mission, and shared values.

A good leader develops good work culture where each employee is treated with respect and civility and trusted to fulfill the organization’s strategic goals. They foster an environment where meaningful, frequent, and open communication takes place. Applying such factors can create a beautiful environment where employees feel appreciated and thus become highly motivated to accomplish their work.

7. Recognize & reward well performs

Though most leaders agree that recognition on the job is essential, they also accept that they don’t regularly acknowledge employees for their good performance. This is one of the major factors that lead to disengagement toward work. Whereas rewarding and recognizing employees lead to greater employee engagement.

So, identify your good performer and find opportunities to push them, who have room to grow. If promotion isn’t available, give them valuable and challenging tasks so that they will work on to grow within their current role.

8. Provide meaningful work

We are motivated by the desire to do good work, practice our creativity and feel like we are making difference for the better. Drive’s author claims that those people who do engage in meaningful work perform on a higher level, make more effort, and want to make your company more successful and profitable.

Today’s employees who spend 8 hours at your workplace – want to be doing meaningful work that fulfills them on a deeper level rather than simply punching time cards. Therefore, leaders should provide meaningful work – ask them to define it for themselves and suggest ways to accomplish it.

9. Set clear goals and provide feedback

Employees succeed when they understand and accept their performances, have the essential resources to get the job done and receive ongoing feedback about meeting their goals. They want to know that the work they are doing is worth it. If employees are not sure about their performance or if their contribution isn’t recognized, they may assume that their work isn’t worthwhile or meaningful. The performance feedback helps employees feel engaged and involved.

10. Allow flexibility

Another way to build employee engagement is to provide your employees flexibility for work. Flexibility has been shown to improve employees’ well-being, company culture, engagement, and more.

According to a Gallup report, employee engagement improves when employees spend some time working remotely and some time working at the workplace with their colleagues. Weekly face time with the team and managers seems to affect engagement. The optimal engagement increases when people spend 60% to 80% of their time working off-site- or three-four days in a five-day workweek.