Employee Engagement Strategies That Actually Work
As the way we work has changed, employee engagement has become a challenge and much more important. Employees working remotely and generally need to feel belonged to the working group and the company in order to give their best and stay longer in the company. As they are away from direct supervision, trust becomes absolutely paramount. An engaged employee can be trusted, and perform their job consistently and go the extra mile to deliver high-quality results. The below-mentioned employee engagement strategies certainly solve the problem.
1. Exercise Transparency:
The founder of WikiJob, Chris Muktar, asserts that “your workers can’t really dedicate themselves to anything if they don’t know what’s going on behind the scenes and for what they are working on.” Because doing so will encourage your staff to get invested in the company, it is crucial to be open and honest with them. How do you interact with something you can’t see or understand? Chris raised this important issue. Employee disengagement is inevitable when management appears to be a mystery.
2. With employee engagement initiatives, work may be more enjoyable:
Giving workers the opportunity to leave their workstations and develop a sense of community with co-workers will keep them committed and motivated. Although there are endless activities you may arrange, here are a few suggestions: Office competitions: Hold a yearly Office Olympics competition or a weekly afternoon trivia contest. lunch-and-learn sessions: Give staff members the chance to present a TED-style talk on a subject they are enthusiastic about. Theme days: Schedule times when staff members can wear costumes, bring food for a potluck, or engage in themed activities.
Celebrate milestones like birthdays and new births: Recognizing significant occasions in your workers’ life will show them that you care about them outside the workplace. It’s crucial to organise job engagement events during the working day rather than after hours. Employees could otherwise feel as though work-related activities are interfering with their personal lives.
3. Constitute an Employee Engagement Committee:
There shouldn’t be more than eight to ten people on an employee engagement committee. Asking for volunteers is a smart idea before deciding who will serve since those that are ready to participate are typically your most engaged employees. Do some targeted outreach if the initial wave of volunteers is insufficient. You need workers who are dedicated, energetic, and well-liked by their co-workers.
By talking with each other and their co-workers about what is required to establish a workplace where everyone feels appreciated, the committee’s goal is to come up with solutions for the problems identified in the employee engagement survey. The committee then informs management of these options and sees to it that the necessary adjustments are made.
4. Conduct a poll on employee satisfaction:
Prior to attempting to increase employee engagement, you must first establish a baseline. An employee engagement survey can help with that. The survey can be organised in a variety of ways, including:
Putting things on a scale-
For instance: How would you grade this statement on a scale of 1 to 5? “When I do my work successfully, I get the proper recognition.”
(For instance, what is the hardest thing about working at this firm every day?)
Questions with multiple options-
For instance: Which area do you believe requires the most development for the company? A. Employee growth, B. Communication, and C. Work-life balance.
5. Make Them Feel Respected:
The focus of this strategy is on the unique contribution that each individual makes to the business. You want your staff to feel valued for both their contributions and opinions. An engaged employee is one that is willing to voice their opinions to their leadership team, even if they are unfavourable ones, since they are certain that they will be taken seriously. This is the fastest approach for firms to identify problem areas, but it will only take place if workers are certain that speaking out would not have any bad effects.
6. Enable Managers to Coach:
When it comes to motivating and engaging their staff, your managers are at the forefront. They are the face of the company for your employees. Their behaviour is perceived as company’s behaviour. Empower your managers to coach, to mentor the employees if need be. The managers should not only manage their employees, they must also be coaching, counselling, and supporting their development. Engaged managers will foster the culture of engagement and will bring more job satisfaction level at individual level which will gradually impact the company positively.
7. Engage dispersed teams and remote workers:
Employee engagement is significantly impacted by the size and spread of your business. You will have to work harder to make workers who work from home or in satellite offices feel like they are a part of the company culture. Using technologies like video conferencing rather than phone conferencing may make remote workers feel like a part of the team. It also aids in preventing remote teams from feeling excluded or inferior by guaranteeing that all workstations have the same facilities and benefits, wherever they may be.
A dedicated employee becomes an asset for the company while a disengaged and not committed employee becomes a liability. Following mentioned strategies improve workers engagement that results in better performance. Here are some more points to take care of.
- Start with trust,
- give people freedom to use their creativity.
- Get to Know Your People and Truly Care About Them
- Implement a Peer-to-Peer Recognition Program to Celebrate Daily Wins
- Provide Learning Opportunities and Continued Education
- Promote Transparency at Work
- Create a psychologically safe workplace for your team to thrive by being adaptable, nimble, and open with employee feedback.
- Think Carefully About Your Company’s Culture
- Encourage a sense of neighbourhood and team-building with a virtual happy hour. Create an online “Water Cooler”
- Identify and Apply Your Core Values
- Offer frequent criticism
- Prioritize employee well-being
- Offer more benefits and privileges to employees
- Assist Workers in Achieving Financial Wellness
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