From increased employee health to higher retention, there are significant benefits associated with employee engagement. It also tends to ebb and flow because of the influence of so many different variables. For instance, low motivation and job satisfaction can stem from toxic work culture, poor management, lack of recognition, or various other factors. Fortunately, there are some effective techniques, like informal check-ins, that can improve employee engagement quickly. Let’s take a closer look at some of these strategies.
Plan Informal, Yet Frequent Check-Ins
First, how do you determine if your employees are satisfied? Employee engagement surveys are a good way to elicit opinions about work culture. Since employees crave feedback and recognition, providing them with regular review sessions can improve workplace engagement. Employees that are recognized regularly express the most satisfaction, followed by those that receive feedback once a month. It’s important to let employees know that they are valued by rewarding their achievements. Some organizations are having success with CEO lunch programs to help employees connect with executives. Use this time to gather ideas by asking employees what is working and what needs to be improved.
Recruit the Right Managers
Another key to improving employee engagement is hiring great managers that know how to help employees reach their full potential. Managers are typically the first line of defense against toxic employee-organization relationships since they are the first to see progress and provide feedback. It’s essential to separate egotistical leaders from modest, competent managers.
The best managers have a relationship with employees based on clear communication and a shared vision. When managers ensure everyone is on the same page and working towards a common goal, the progress that can be made is remarkable. Having the right people in place can be one of the most effective ways to keeping employee engagement strong.
Long-Term Engagement Approaches
Improving employee engagement starts during the onboarding process. Always be transparent about company goals, values, and the responsibilities of the role. Then, focus on retaining employees with professional development and career advancement opportunities. Operational inefficiencies can cause engagement to plummet, so leaders are encouraged to analyze and optimize these processes. Find areas where you can improve and fix them.
In addition to frequent recognition, employees also want a better work-life balance. Show respect and consideration to employees by suggesting flexible work schedules to meet their personal and professional commitments.
Combining these fast-track tips with some dedicated, ongoing initiatives can improve employee engagement. It should be built on a foundation of good relationships, hiring exceptional managers, and providing employees with a career map to advance with your organization.