Factors to Improve Employee Engagement
It’s easy to identify employee engagement in employees who are motivated and passionate about their work. Completely engaged employees will perform in ways for the advancement of the company. Here are some of the thorough definitions of engaged employees:
Contribute to problem solving – they give their best efforts to look for better solutions to their problems. They feel that their opinions matter and use their influence to enhance their workplace.
Have an emotional connection to their job – they are connected to their superiors and co-workers. They give their whole heart in their tasks and think that they could have an essential contribution to the company’s objectives and customer service.
Dedicated – they are willing to do anything to give reliable and excellent outputs. They are committed to the company and much more likely to stay loyal.
There are many things that can contribute to employee engagement. The most important are as follows:
1. Clear and constant communication
The employees must always be well-informed on what’s happening within the company and how things affect their work. Communication strengthens employee commitment and involvement. Clear messages consistently communicated through a range of channels help to promote harmony on all levels of a group.
2. Feeling valued
Employees should feel that they are appreciated and not just a number. There must be a mutual respect between management and employees. If an employee feels that they are unimportant, they might carelessly pass that along to their customers.
3. Supportive relationship with leaders
It is more likely to have engaged employees if their superiors listen and often give feedback and ask for their thoughts and concerns. Gestures of acknowledgement from their leaders are often more important to them than financial rewards because these gestures emphasize that their leaders appreciate what is valuable.
4. Understanding expectations
Employees should know how to do their job efficiently and what is expected from them. Failure to have a clear understanding of expectations and lack of guidance could be risks for disengagement. Also, they must have the resources they need to create a positive feeling towards their jobs. Otherwise, employees would just focus on getting through the day and not think about how they create an impact on the growth of the company.
There is no secret in getting the employees engaged. Employee engagement starts upon acquisition of talents who are committed to become successful. But even the most promising newly hired employees could disengage fast. The first few months are a crucial time for the employee’s direct superior to have a steady communication with the employee to make sure questions are clarified and they meet expectations.
Before new hires become part of their respective departments, the company must first have an orientation for them. New hire orientation is conducted to inform fresh recruits about the company policies and procedures. It’s also important that they have the proper training to do their tasks well. Employee engagement also involves regular team meetings to discuss whether or not the group is fulfilling their expectations and how employees perceive their work, their company, and their co-workers.
After the first few months, leaders must move towards ensuring employee engagement. It is even possible to make the disengaged employees to work to have a higher level of engagement. It begins with understanding every employee as an individual and knowing what drives them. If their leaders know what’s important to them, how they prefer their communication, and what inspires them to go to work every day, the company would have a solid foundation for creating a team of engaged employees who are willing to go the extra mile for their group and their customers.