What are the benefits of building an engaged workforce?
- There are many benefits of building an engaged workforce.
- Compared to unengaged employees, engaged employees tend to:
- Be more productive;
- Stay with the company longer;
- Help improve customer satisfaction;
- Help boost the bottom line.
What are the consequences of having an unengaged workforce?
- Unengaged employees are less invested in their work than engaged employees.
- As a result, businesses with unengaged workforces face negative consequences. For example:
- Productivity and the bottom line tend to suffer.
- Turnover rises.
What are factors that contribute to high engagement?
- Some people think that money alone will keep employees motivated and engaged, but that is not the case.
- In fact, studies have shown that money is not a key contributor to employee engagement. Different people are motivated by different things, of course, but there are some common factors that tend to drive up engagement.
- Those factors include:
- Meaningful work;
- Opportunities for employees to leverage their strengths, learn new skills, and collaborate;
- Effective communication.
How can supervisors help boost employee engagement?
- Set clear expectations.
- If employees know what is expected of them up front, they will be less likely to get frustrated at work and will be more likely to perform well and feel a sense of accomplishment.
- Reward and recognize employees for a job well done.
- Reinforce positive behavior and send a message that hard work is valued.
- Communicate frequently.
- Effective communication includes:
- Listening to employees’ concerns; and
- Keeping employees informed about upcoming changes in responsibilities, work schedules, expectations, etc.
- Employees feel empowered when they are “in the know,” and this helps enhance morale and engagement.
- Effective communication includes:
- Do not let problems fester; address them as soon as possible.
- Provide ongoing feedback.
- Do not reserve feedback for annual or semiannual performance reviews.
- Millennial employees, in particular, tend to crave frequent input on their performance.
- When feasible, ask employees for their input.
- Implement employees’ ideas—or, when it is not possible to do so, tell them why.
- Ask employees about their goals and aspirations, and find ways to help accomplish them.
- Connect employees with mentors to support their career development.
- Suggest training or development opportunities to help them grow within the organization.
- Give employees the tools and resources they need to perform their jobs well.
- Create team building opportunities.
- Employees will feel more invested in the organization if they have a good rapport with their coworkers and feel as if they are part of a team
Here are 10 easy things you can do as an employer, supervisor, or manager, to build employee engagement:
✔ Do you acknowledge employees’ accomplishments and recognize them for a job well done?
✔ Do you listen to employees’ concerns and address those concerns?
✔ Do you communicate changes and updates to employees in a timely manner?
✔ Do you address problems promptly—before they escalate into bigger problems?
✔ Do you provide feedback to employees on a regular basis?
✔ Do you ask employees for their ideas and implement those ideas when possible?
✔ Do you encourage mentoring and/or reverse mentoring opportunities?
✔ Do you promote opportunities for employees to improve and learn new skills?
✔ Do you give employees the resources they need to perform their jobs well?
✔ Do you provide team building opportunities for employees?