Top Employee Engagement Tips for Definite Business Success
Passed deadlines, lackluster quality of work, and snarky comments sounding in the hallway—this shows that employees don’t really care about the business or their work anymore. All they want is their paycheck for their bare minimum. And truth be told, you’re furious about this attitude!
Low Employee Engagement
Having put your heart and soul into this endeavor, the least you’d expect from your employees is that they do the same. But, before you go about and do something about it, go back to a time when you used to work for the man!
Is the Leadership Responsible for Falling Employee Engagement?
If you ever felt important, appreciated and satisfied with your work, then your boss was doing something right. If not though, then you have to acknowledge, however unwillingly, that these signs of employee disengagement must be dealt with, smartly and strategically!
Accept Their Human-ness
Let’s face it. While your employees may be great assets for the company, they’re more than just cogs in your machine. They’re human beings and oftentimes, their lives and thoughts will intrude in their work. A bad morning, a fight with a stranger, not getting the right parking spot—there are a lot of things can take their day from bad to worse.
And while you might think that as the employer, none of that is your business, it is. Your employees want to be treated as humans. And one way to do that is by catering to their human needs. Offer lunch and basic beverages, encourage them to take breaks, help them balance their work-home life by giving them just enough work. Do your part in making their life better!
Let Go of Negative Opinions
Your employees want to do better. But they can’t do it if a negative opinion of their professional attitude is hindering their progress.
While some mistake on their part (or yours!) might have led to a conflict between them and the management, if you want to improve your employee morale, you have to take the high road, and let go of the negative perception you’ve associated with them.
Instead, talk to them about their future plans. If they want to stay committed to the company, ask them how you can further their goals. You’ll be surprised by their enthusiasm for a chance to prove their worth.
Make Them Feel like a Part of the Company
Grand company lunches and bonuses shouldn’t just be for the executives!
If your employees’ hard work has brought about great success for the company, make sure they know how grateful you are to them. Reward them with bonuses, send them out early once in a while, or treat them to a company retreat. Show your employees that they’re a crucial part of the team.
Expecting excellence because that’s what they’re expected to do is the worst response you can give to your employees’ diligence.
Contribute to their Development and Success
You know what your plans are for the success of your company. But what about your employees? What do they view it to be?
Your employees are an investment in your company. So, retain them by supporting their work. Conduct meetings with your Human Resource department on implementing a student loan repayment plan and giving employees access to a student loan consolidation calculator. Find ways to train and retrain your workers, and send out an employee satisfaction survey. All these are paramount to human capital management.
There’s hidden potential in every person. You never know how an already talented employee may excel further in other fields of work.
Be Proactive about Feedback
When was the last time you asked your employees how you’re conducting your business?
It’s a tough pill to swallow. But if you want your employees to accept your feedback, you have to willing to accept theirs. Allow them to make their claims without any worries of repercussions. Open up a path of dialogue between your employees and the higher-level management. And encourage them to air out any conflicts.
As the business owner, you can’t have all your fingers in all pies, so you won’t really know how business is being handled, only that it is.
Keeping an open door policy and taking feedback will let your employees know that even though you’re ‘upper management’, you’re not about to turn your back on them for the sake of the company. You have their back, and that’s what matters.
Take Steps to Improve the Work Environment
According to a report by Gettysburg College, the average person spends around 90,000 hours at work in their lifetime. We basically spend one-third of our life at work. For your employees, it would be a shame if they have to spend all this time in an environment that’s too sterile to begin with.
Let your employees have fun in the workplace. Allow them to decorate their workspaces, hold impromptu lunches. Decorate the area in a way that promotes creativity. Let your office look less like an office, and more like space where people actually feel inspired to work hard.
In addition, take this opportunity to exercise green living. Indoor plants, natural light, an indoor Zen garden—there’s a lot you can do to make the work environment better and healthier.
Conclusion: Employee Engagement is Necessary
Your staff should feel passionate about their work. So give them the opportunity to commit to the organization. While it may seem like hard work now, it’ll be worth it once you implement employee engagement and start seeing your employee respond enthusiastically and whole-heartedly to even the smallest efforts!