Ways to Supercharge your Employee Engagement

Ways to Supercharge your Employee Engagement

Employee engagement is an approach at the workplace resulting in the right conditions for all the employees of an organization to offer their best each day, be committed to their company’s goals and values, and be motivated to contribute towards the company’s success. Employee involvement tends to take place once a year in almost every organization to determine how engaged employees are at work.

Role of employee engagement

The main purpose of such process is to determine whether an employee finds his or her job rewarding, has an interest in the organization, and cares about individual as well as organization’s growth. These surveys however often fail to create a holistic culture of engagement within an organization. After all, if such engagement is broached once a year, it will not end up being high on the company or employee leadership radar. This is required to be considered as a significant mistake as high levels of employee engagement tend to produce exponential business growth.

Ways to supercharge your employee engagement

A global survey conducted by Gallup (an American analytics and advisory company), found that engaged employees are more profitable, productive, and dedicated to clients or customers than those who are not engaged. Yet, most of the HR leaders in companies have employees who struggle through the day. Here are the key ways suggested to business entities to help their employees be more engaged at work.

Provide managerial coaching

One of the biggest differentiators in terms of employee engagement is management. No matter the company, industry, size, or location, organizations are struggling to unlock the mystery of why employee performance varies from one work group to the next. Performance fluctuates unnecessarily and widely in most companies, due to a lack of consistency in how these employees are managed by HR leaders. In simple words, absent management leads to uninterested, unproductive, and unengaged employees.

To combat this, talent managers need to avoid micromanaging and get involved with their employees. They need to learn the art of constructive feedback and must know when and how to consistently praise good performance.

Boost employee skills

Employees who never progress at work and upgrade their skills or knowledge tend to feel bored with repeated work structure and left behind. On other hand, talent managers who encourage employees to improve skills and learning will see improvement in employee engagement.

There are several ways to help employees grow, a few highlights are as follows:

  • Providing on-site learning for new technology.
  • Providing a stipend for employees to invest in books or courses.
  • Giving employees time to work on passion projects.
  • Providing a stipend for employees to invest in books or courses.
  • Encouraging additional schooling, such as a graduate degree or certification.

Such gestures highly motivate the employees to grow as they want more than just a job. They want an occupation that fills them with passion and purpose and passion. These ways will engage them on both an intellectual and emotional level.

Let employees be heard

Employees want to know if their suggestions and ideas matter-that they’re not simply clogged in a machine. One method that the HR leaders can opt for to give them a sense of identity is to give them a voice. Organizations with a system that allows for meaningful employee feedback will have more engagement than those who ignore employees. This is because employees are usually the ones who interact with customers daily. They know the successes, struggles, and specific areas where improvement is needed. Creating a feedback system where suggestions are implemented can make a big difference in employee engagement.

Hold stay interviews

HR leaders need to use stay interviews as a way to re-engage with employees that are at risk of leaving. Employees must be encouraged to discuss their career development requirements as well as any barriers to their long-term success at the workplace.

This way is highly helpful in departments where there are high turnover rates. At the team level, talent managers might wish to schedule stay interviews with their employees when they hit their six month or one-year mark, so they know what is vital to people and most likely to influence their decision to stay.

Interview questions to ask may include:

  • What are the three most vital things you would like to accomplish right now?
  • How can I best support you to achieve those goals?
  • What do you want to be working on that you aren’t currently doing?


sharma niti

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