Employees that are engaged place a higher value on their work than their salary. They’re excited about their professions and genuinely want to see your company succeed. It’s no surprise that companies with strong employee engagement earn greater profits, while disengaged employees can cost a lot.
Employee engagement isn’t something that happens by itself. It is something that organizations must foster. Here are eight employee engagement tactics that can make a positive difference in your firm:
Give employees a voice
Employees want to feel that their ideas and opinions are valued. Employees like it when companies listen to and act on their comments, and they will invest more of themselves in the company.
Regular employee engagement surveys are the best approach to encourage employee participation. To keep track of employee engagement in real-time, use a combination of pulse surveys — short quizzes meant to capture replies on a certain issue over time — and an always-on feedback channel. Find a platform with features like heat maps. Which highlights areas of weakness and strength at a glance, to make going into the data simple.
You should choose an employee engagement solution that empowers managers to take necessary action swiftly to accomplish this engagement approach. HR plays an important role in teaching managers how to successfully respond to feedback, but it is up to the managers to take action.
Recognize and reward all team members
Employee engagement and employee recognition go hand in hand. When administered correctly, social acknowledgment, such as saying “thank you” in the hallway or giving accolades at a company-wide conference, can be even more meaningful than monetary appreciation.
Employees aren’t motivated by grudging gratitude shown months later. Instead, encourage everyone on your team, from the CEO down, to provide acknowledgment frequently and in real-time.
You’re considerably more likely to see those acts repeated if you recognize employees shortly after. They perform the desired behavior and clearly relate the recognition to that conduct.
If you want monetary recognition to be as simple to give as point-based incentives, make sure your recognition solution enables them as well. All team members are then given points that they can award to others. Who can then use them to get the benefits they wish. Personalization is necessary for engagement, and nothing is more personal and meaningful than a reward you choose yourself.
When you have a platform that allows team members to deliver both social and point-based recognition from anywhere, at any time, it’s much easier to get everyone in your organization interested in recognition.
By allowing employees to like and comment on specific recognitions, as well as “boosting” recognitions they find particularly significant with additional points. The correct solution may make the recognition experience more engaging.
Establish great values – and live by them
The guiding principles and beliefs of your firm are its core values. Employees want to work for a company whose principles resonate with them, and the culture and values of a company are the most important factors in employee satisfaction. As a result, developing and acting on extraordinary business values is a winning strategy for employee engagement.
Whatever your company’s values are, they should be concise, explicit, and tightly linked to the objectives you wish to achieve. Employees are more likely to identify with values that are easily understood and link to the company’s internal culture as well as its impact on the larger world. The best values effectively reflect your company’s culture and demonstrate what sets it apart from the competition.
After you’ve defined your values, make sure you’re communicating them to employees and that your company lives up to them in all it does. Employees will be driven to represent your organization’s values in their own work if they believe in them and see your organization and its leadership upholding them. Because what gets recognized gets repeated, you should likewise award team members for activities that represent your values.
Prioritize diversity and inclusion
All of your employees, regardless of who they are or what jobs they do, feel included and supported when you promote a diverse and inclusive atmosphere.
You may start fostering diversity in a variety of ways, from using tools to track the performance of your D&I programs to putting diversity first during the hiring process. Your company should do everything it can to create a psychologically safe workplace where people feel valued for who they are rather than what they perform.
Provide great incentives
Even the most engaged employees will have occasions when they appear uninterested or unpassionate about their work. Maybe they’re a little tired of it. Perhaps they require a little extra encouragement or motivation. Great incentives can help in any circumstance. Incentives are, at their foundation, prizes that encourage hard work and happiness.
Because your firm has its own set of principles, you should choose incentives that reflect those principles as well as your employees’ desires and interests.
Support employee wellness
Employee wellbeing has numerous advantages. It may result in fewer sick days, cheaper healthcare expenses, and increased production. Employees who are happier and healthier are more committed to their job and outperform those who put their physical and mental health on hold.
Start with the basics, such as preventing burnout and fostering mindfulness, if you want to execute this employee engagement strategy. With a recognition platform that interacts with a wellness solution. You can educate your staff on healthy habits and reward them for implementing them. Employees can then receive automatic reward points when they meet their recorded wellness objectives. Providing even more motivation to make good choices both at work and at home.
Foster professional development
Employees that are engaged see their tenure with your company as a career, not just a job. It’s critical that you assist your team members’ professional development in order to encourage them to think in this way. When employees perceive that you care about their development and invest in them. They will reciprocate by going above and beyond and generating higher-quality deliverables.
So, how can you encourage professional development?
First and foremost, create logical career routes for all employees so that they can see a clear road to advancement. Cross-training keeps employees interested and gives them essential skills. Be open to employees taking on new initiatives and duties that aren’t in their job description.
You can also hold training courses for employees to gain new hard and soft skills. Also, subsidize the expense of staff conferences and seminars to keep them up to date on business trends and changes.
Train leaders on engagement
Some of your company’s leaders may be unaware of the value of employee engagement or what they can do to help increase it. Make your leaders aware of the benefits of employee engagement so they understand why it’s so important. Provide them the training they need to create an engaged workforce. HR should interact with every CEO and manager to ensure they have the knowledge and resources they need to act on employee input, offer real-time recognition, and do all else. They can put your company’s employee engagement plans into action on a daily basis.