Research shows that employees who are motivated, appreciated, and aligned produce measurably better business results. Conversely, that actively dis-engaged employees suffocate innovation, reduce business effectiveness and performance.
The question today is, how do you effectively engage a diverse, multi-generational workforce driven by differing values and goals?
You can’t do it with dated methods and tools: it takes strategies and technologies for success today.
Use the right employee engagement survey. When a company asks its employees for their opinions, those employees expect action to follow. But businesses often make the mistake of using employee surveys to collect data that are irrelevant or impossible to act on. Data must be specific, relevant, and actionable for any team at any organizational level. Data should also be proven to influence key performance metrics.
Reward programs: If you want to recognize performance as an incentive/reward, ensure you have adequately researched your people so that they are genuinely actively engaged and would value the receipt of it. Failure to do so could be hugely counter productive.
Focus on engagement at the local and organizational levels. Real change occurs at local level, but it happens only when company leaders set the tone from the top. Companies realize the most benefit from engagement initiatives when leaders weave employee engagement into performance expectations for managers and enable them to execute on those expectations. Managers and employees must feel empowered to make a significant difference in their immediate environment, having a voice that's not listened too is more frustrating than not having a voice at all !
Leaders and managers should work with employees to identify barriers to engagement and opportunities to effect positive change. Employees are familiar with the company's processes, systems, products, and customers. They are also experts on themselves and their teams. So it makes sense that they will have the best ideas to maximize these elements and deliver improved performance, business innovation, and better workplace experiences.
Select the right managers. The best managers understand that their success and that of the organization relies on employees' achievements. Great managers tend to care about their people's success. They seek to understand each person's strengths and provide employees with every opportunity to utilize their strengths in their role. Great managers empower their employees, recognize and value their contributions, and actively seek their ideas and opinions. It takes talent to be a great manager, and selecting people who have this talent is important. Whether hiring from outside or promoting from within, businesses that scientifically select managers for the unique talents it takes to effectively manage people greatly increase the odds of engaging their employees. Companies should treat the manager role as unique, with distinct functional demands that requires specific talent.
Coach managers and hold them accountable for their employees' engagement. Managers are primarily responsible for their employees' engagement levels. Companies should coach managers to take an active role in building engagement plans with their employees, hold managers accountable, track their progress, and ensure that they continuously focus on emotionally engaging their employees.
Define engagement goals in realistic, everyday bite size chunks. To bring engagement to life, leaders must make engagement goals meaningful to employees' day-to-day experiences. Describing what success looks like using powerful descriptions and emotive language helps give meaning to goals and builds commitment within a team. Make sure that managers discuss employee engagement at weekly meetings, in action-planning sessions, and in one-on-one meetings with employees to weave engagement into daily interactions and activities and to make it part of the workplace's DNA.
Leaders in the best companies strategically align their employee engagement efforts. They find ways to communicate engagement's effect throughout the year and share best practices across the organization. An end of week round up in a team is a perfect time to share great ideas or actions with a staff members colleagues to make them go home happy on the weekend.
If employees truly are a company's best asset, then leaders and managers should make caring for them a priority. Doing so will engage employees and encourage them to bring their best everyday.
We hope these ideas help. Feel free to contact us for a discussion or to arrange a meeting on how Bamboo Consulting can provide systems and services which enhance your employee engagement.