Editor’s Note: This is a guest post by Sanjay Darji – a software analyst at SoftwareSuggest. His opinions are his own.
“Employee engagement is a property of the relationship between an organization and its employees. An engaged employee is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests” – Wikipedia.
It is extremely important for any organization to have engaged and enthusiastic employees who can motivate each other so that the organization can achieve the desired goals. If we classify employees in terms of engagement, there are three types of employees:
- Disengaged Employees: The employees who are not passionate about their work fall into this category. Basically, disengaged employees are money driven. Sure, money is an important factor in anyone’s life, but disengaged employees are the ones who are only there for their pay checks. You can see the lack of passion and motivation in them.
- Almost Engaged Employees: The employees who actually love their work but haven’t achieved their full potential yet fall into this category. Such employees can easily be driven away by tempting offers. Almost engaged employees enjoy doing their work but they are not yet fully satisfied or engaged which makes it easier for other companies to lure them away.
- Highly Engaged Employees: These employees are like your top customers. These employees are passionate, self-motivated and they highly believe in your company’s values. They stand with the organization and are actually proud of working in the company.
You don’t have to worry about highly engaged employees. Almost Engaged Employees can be transformed into Highly Engaged Employees with some effort. You might want to think about disengaged employees!
According to research conducted by Gallup, only 32% of US employees were engaged in 2015, and the growth rate from the previous year is around 1.5% only. Sure, there is an increase but there are some measures that every organization should take to encourage more engaged employees. Here are some ways to make your employees more engaged with your organization:
1. Make it a resolution from the CEO
The employees generally take references from their CEO. Show your employees how serious you are about employee engagement. As a leader, mention this subject in your day to day conversation. Tell your employees about your experiences. By doing this, employees feel special, and it builds a bridge. For example:
“I wantede to share one of my experiences with you all. When I was working as an employee in a well-known firm, I faced this issue several times – Miscommunication. In one of the ongoing projects, my colleague delivered some wrong information. There’s no doubt that it was a mistake because he is one of my dearest friends. But unfortunately, I was held responsible. Now, as a leader, I want to make sure my employees are away from such awkward situations. Use our communication channel to share information because there’s more precision when you’re sending an email or a text than a verbal agreement.”
If you, as a leader are serious about employee engagement, your employees will be too.
2. Keep the communication alive
Invite each and every member of the department to meetings. Motivate them to speak up and let them put their ideas on the table. Even if the ideas are not efficient for your business, your employees will come to know that you’re open to new ideas.
By doing this small act, you can gradually open up every employee and they will become more engaged.
3. Think outside work hours
At work, all your employees are connected because of the work, and only work! The interactions between them are mostly work-related. But, form time to time you can make use of after hours to create better employee engagement.
Consider taking your team to a movie or out for dinner. If you think of your employees outside of work, you will connect with your employees’ thought processes. You will see that your employees are innovative and creative in many ways!
4. Keep your expectations clear
Many times it happens that your employees feel rejected because they failed to achieve certain expectations. As a leader, you have to make sure that you assign the right expectations to your employees. If you fail to do so, the employees will put their efforts in the wrong direction. By the end of the term, the results will not be achieved, and there will be bitterness between you and your employees.
5. Give rewards
Appreciating your employee’s efforts will encourage them to work even harder. Appreciating and rewarding your employees is a great way to develop engagement. Dropping a simple message on the common communication channel will be effective:
“Hi everyone, John has been working on a big project for three months. After three months of hard work, he’s finally seen success! The clients have approved John’s project and so we’ve won a new customer! Nice work John!”
6. Help develop your employees
Every employee wants to excel in one way or another. As a leader, provide your employees with sufficient resources to learn new things so that they can be better in the coming years.
Many companies offer their employees online resources and learning materials.
Providing your employees with the right sources will enhance your connection with your employees. Even the employees will take interest in each other’s lessons and they will communicate on a deeper level.
Above are some innovative methods to try if you’re thinking about changing your company culture. Setting up these methods will install a healthy working environment, and this will eventually become your company culture. Companies can also use employee engagement software to improve employee morale, performance, and retention. New employees will find these engaging, and they will be more open and expressive to your organization.