It’s the easiest way to reduce unwanted staff turnover, increase productivity, increase safety, increase your employer’s brand, and support your strategy. When employees are engaged, they have passion, energy and commitment. They bring the best of themselves to work every day and they will go beyond their organization. It’s hard to be fully engaged in your work if you don’t understand the end goal or how to connect with the broader purpose of the organization. According to a LinkedIn report, 73% of goal-oriented people are satisfied in their jobs.
“To build trust, you have to feel comfortable being transparent with others, which can be difficult,” says Rob Seay, Bonfyre’s Director of Employee Experience. Transparency, authenticity and active listening are three ways to build trust in the workplace. “Once employees have relationships, they don’t just see each other as their titles or their positions, but they see them as individuals,” Seay says.
Companies with a strong learning culture enjoy employee engagement and retention rates that are about 30-50% higher than companies that don’t. Training programs, workshops, brainstorming sessions, how to perform employee pulse surveys and focus group discussions can help employees improve their knowledge. In addition, this process provides peer-to-peer learning opportunities that result in better performance.
So make sure that leaders in your workplace engage employees in assignments that clearly fit the organization’s goals and strategies to maintain employee engagement with the increase. The results showed that companies with high employee engagement experienced 23% more profitability, 10% more customer loyalty and engagement, and 18% more sales productivity. Understandably, some leaders turn to micromanagement in times of crisis, or where team members are incompetent or unable to respond to urgent deadlines.
Offer leadership development training programs and seminars to better equip managers for their roles. In addition to their individual responsibilities, a manager must act as a coach for their reporting, encouragement, constructive criticism, and provide pathways to growth. Proper training ensures that managers know how to effectively engage their team, but it doesn’t replace the essential step of talking to employees. By having a conversation about how they enjoy receiving feedback and being recognized, managers can engage employees in a way that is meaningful to them. Improving employee engagement requires buy-in from your entire leadership team, and a successful engagement strategy ensures careful planning.
If you want employees to stay, talk to them about what exactly would help them do it, in a residency interview. This gives you the opportunity to nip any problems in the bud, and conducting effective stay interviews helps increase retention, increase engagement, and improve your company culture. Employee engagement refers to how invested people are in both their day-to-day work and the success of the company as a whole. In addition to employee satisfaction, engaged employees have a positive emotional connection to the company and feel a sense of purpose in their work.