How To Improve Employee Engagement At Work: 13 Tips And Ideas

Keep in mind that an unconnected employee can have a significant best practices for employee surveys negative effect on workplace productivity.

Don’t be put off by that; a highly engaged workforce increases your organization’s profitability, productivity, and retention. As performance management becomes a critical part of the organization’s success, giving effective assessments to employees becomes a critical part of a manager’s responsibilities. So make sure your leaders are ready to succeed with the right people management skills, which will help improve your organization’s engagement. Employee engagement can be a deciding factor in everything from employee satisfaction, workplace culture, and a desirable place to play a role in people’s careers. It’s the measure of how happy and passionate team members are with their work, so when employees feel engaged and excited about their work, their commitments are high, resulting in better performance and productivity.

Successful managers get to know their employees as individuals and give them opportunities to apply the best of their natural selves: their talents. They talk to each employee about their unique value and make adjustments to tailor the work, where possible, to the talents of team members. The best managers know where their employees excel and position them to be engaged and deliver maximum value to the organization. Leaders can influence employee engagement by intentionally fostering a people-centered culture.

Employees are a company’s best asset, leaders and managers need to make caring for them a priority. Organizations have a valuable opportunity to turn their employees’ work experiences into satisfying and motivating experiences that enable employees to give the best of themselves to work every day. If you are looking for a more engaged and happy working environment for your employees, please contact us for a demonstration. Managers and employees are also critical to a successful employee engagement strategy. If you’ve hired good people, you have to trust them to do their job. Research shows that remote working increases engagement and increases productivity.

Employees want their opinions to be heard, so make sure that when you receive their feedback, they don’t stay on a shelf for months. Feedback needs to evolve into a two-way conversation to truly improve employee engagement. Close the circle by acknowledging common issues or suggestions and implementing some as soon as possible after you receive the results of your last round of employee feedback. Let your leaders, your C-Suite leadership, or any other manager in your organization lead conversations about strategy, direction, and purpose with employees. Encourage leaders to share news and events directly with frontline employees as often as possible to encourage more transparent conversations. While some posts need to be refined to answer all questions before sharing with the entire company, many types of posts don’t require this level of review.

91% of organizations say employee goals are tied to company priorities. This is that alignment of values that we are talking about that can directly improve employee engagement. Every successful organization knows how to set smart goals, but how these goals are implemented determines employee engagement. Goals should be personalized and people should be encouraged to create a weekly progress report. Workplace stress leads to less productive employees, with 57% of people experiencing high levels of stress reporting that they are disconnected.

This helps with their healthy development, and not only in the workplace. It helps them deal with underlying personal problems that cause them to feel stressed at work as well. When you improve the lives of your employees, their performance in the workplace will automatically improve. Taking these steps creates a better work environment for your employees and will improve relationships with employees by making them feel like they are being cared for.

Employees crave feedback and it affects their level of engagement. Start by planning records for each employee with their manager, and then encourage middle management to set up regular review sessions with your team as an ongoing initiative to improve employee engagement. If so, don’t panic: Any organization is susceptible to changes in its team’s engagement levels, which are usually the result of a change in their company’s culture. Our research shows that manager coaching can drastically affect employee engagement and performance. This research shows that 85% of highly disconnected employees say they don’t get enough training from their manager. Organizations with employees who receive frequent and effective coaching improve business results by 21 percent.

One of the main reasons people are looking for a job change is ‘career growth opportunities’. Creating a clear path for employee development will help improve employee recruitment and retention. Encourage employees to grow within your company instead of giving them reasons to look elsewhere for growth opportunities. As we mentioned earlier, engagement is one of the three pillars of employee engagement. Flexible work schedules and remote work opportunities are almost guaranteed to increase employee engagement. This kind of flexibility addresses the elusive work-life balance that employees crave.

By implementing processes, technology, or initiatives that give employees an easy way to recognize colleagues’ efforts, you can move the needle into employee engagement. The key here is to ensure that leaders and managers regularly model behavior so that recognition becomes an integral part of your company’s culture. Engagement surveys can be a great diagnostic tool to help you understand employee sentiment. However, if employees give their opinions and leaders don’t take action, your engagement research can do more harm than good.