10 Easy Things to Build Employee Engagement

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:
    • Recognition;
    • 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.
  • 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?