How dedicated are your employees to their jobs? How enthusiastic are they about helping the company achieve its goals? If you haven’t considered these questions, it’s time to start.
It’s common knowledge that you need skilled individuals for business success. But strong technical skills alone aren’t enough. Your workers need to care about what they do and believe in the organization’s mission and vision. They need to work on behalf of the organization’s goals. This is the essence of employee engagement.
When employees are emotionally invested in a company, their morale and productivity go through the roof. They exert effort beyond the minimum required to do their job because they are committed to the organization’s success, resulting in better business outcomes.
However, a growing issue in today’s business landscape is disengagement. More employees report feeling disengaged at work, with Gallup noting that employee engagement in the US has hit an all-time low over the past 11 years—troubling statistics.
Engaging employees takes conscious effort, but the following hacks can help make it easier. Here they are:
- Communicate Organizational Goals
If you want your employees to go above and beyond for your business, you must give them a reason to do so. Providing purpose and direction is essential, and the simplest way to achieve this is by setting and communicating clear goals.
Communicating organizational goals involves explaining the rationale behind them. Employees need to understand the ‘why’ behind short- and long-term objectives to take ownership of their work and align their personal goals with the company’s mission.
You also need to explain each employee’s role in achieving these goals. People generally like to see the results of their hard work, and knowing they contribute to the company’s progress can motivate them to perform at their best.
- Create a Culture of Recognition
How do you motivate exceptional employees who have embodied the company’s values and goals to keep performing? It’s simple – recognize them. Recognition is a long-old business strategy used to motivate workers. Ancient civilizations, such as the Romans and Egyptians, rewarded soldiers and workers with medals, titles, and public acknowledgment for their achievements. It worked then, and it still works now.
The interesting thing about recognition is that it’s deeply rooted in human psychology. We all want to be seen, validated, and appreciated. So, if you are not recognizing and rewarding your employees, you are missing out on a surefire way to motivate them.
Generally, the approach to employee recognition is to do so regularly and long-term. Regular recognition is done weekly or monthly and could be verbal praise, written acknowledgment, employee of the month plaques, public recognition, etc. Long-term recognition involves rewarding employees for sustained contributions or achievements over a year or more. Examples include annual awards, service awards, wall of fame, etc.
- Promote Work-life Balance
Your employees have a life outside of work, something you must acknowledge and respect. They must balance their professional and personal lives to minimize stress and burnout. Workers who maintain a good work-life balance are happier and more fulfilled. As a result, they are better engaged and committed to their jobs.
Employees and employers both have roles in helping the former achieve work-life balance. On the employee’s side, they must prioritize their personal lives and take time to rest and recharge. Doing this leads to better physical and mental well-being, improving their focus and productivity at work.
As an employer, there are several ways to help your employees maintain a healthy work-life balance. They include offering flexible working hours and remote work options and encouraging employees to create clear boundaries between personal and professional lives.
- Provide Opportunities for Development
Investing in your employees’ professional development is a win-win for both parties. On the employees’ side, they feel valued and invested in. At the same time, their performance is bound to improve as they gain new skills.
Employers that provide development opportunities for their staff will likely become more profitable. It’ll also be easier for them to recruit top talents while retaining existing ones. A skilled and motivated workforce can be a significant source of competitive advantage for any business. Also, an organization investing in employee development positions itself for long-term success by ensuring it has the talent and capabilities to thrive in a rapidly changing business environment.
- Foster Open Communication
Open communication ensures that employees feel heard and valued. It creates a transparent environment where feedback is encouraged and acted upon, leading to a more engaged workforce.
Schedule regular check-ins with your employees to discuss challenges and progress. While it’s more convenient to organize group check-ins, schedule one-on-one meetings with your employees occasionally.
Establish multiple channels for feedback to cater to the different communication preferences among your employees. Channels like suggestion boxes or anonymous surveys may motivate employees to provide honest feedback without fear of repercussion.