How to Earn Employee Engagement
According to Gallup, those with “highly engaged workforces” see an increase of “147% in earnings per share.” With numbers so staggering, it makes total sense why organizations are taking huge leaps to measure and increase the level of employee engagement.
However, understanding the need for employee engagement and actually cultivating it are two different things. Employers know that they need workers to remain engaged, but they aren’t quite sure how to consistently see active employee engagement.
That is because you can’t employ it, it must be earned.
By compiling a few of our sources, we have put together a few basic steps that employers can use to start the process of earning employee engagement.
Acknowledge Positives: Perhaps the quickest and easiest way to earn employee engagement is simply by recognizing a job well done. This feedback is crucial to developing the narrative that this employee’s efforts impact the bottom line. Recognition not only boosts individual employee engagement, but it also has been found to increase productivity and loyalty to the company, leading to higher retention.
Set Expectations: In order for employees to remain engaged in their work, expectations have to be clearly set. Employers must provide rewards for a job well done and consequences when expectations haven’t been met. Deadlines must be clear, a certain quality of work must be expected, and individuals must know how and when to be self-sufficient. If this is not the case, employers create a confusing environment in which employees do not know what is required of them. This might actually create more stress and frustration, leading to a lack of engagement.
Entrust Responsibilities: Employees simply will not feel engaged in their work unless they feel that it is theirs to begin with. Practice trusting employees with progressively larger tasks so that you can train future leaders and engaged learners. They must feel that they are needed within the organization, are trusted enough to engage in important work, and have a stake in its outcome. They are more likely to produce quality work when they know for a fact that the organization depends on them.
Employees simply will not feel engaged in their work unless they feel that it is theirs to begin with.
Create & Live a Mission: Employees want to know what they’re working for. Possessing a unanimous mission allows employees to feel that they are engaged in something larger than themselves. When an entire team has one common goal – something larger than itself and morally sound – individuals are likely to expend more energy and show greater loyalty.
How do you earn your employee’s engagement?