Employee Engagement
The Executives’ Top Challenge
In previous issues, we’ve discussed Employee Engagement; what it is, what to do, and questions to ask. This article will focus on some of the key drivers of engagement.
While employee surveys make it possible to identify levels of employee engagement, they do not do a good job of pinpointing what is driving that engagement. There are many factors or “drivers” that help increase employee engagement. The drivers to which we refer all work together to build the engagement that motivates your staff to raise their contribution rates and positively impact productivity. It’s hard work, and it has to be a permanent, sustained commitment of your organization. Here are some areas of focus as you look to increase employee engagement:
Organizational Goals & Vision
Everyone within the company needs to know the overall vision, direction, and their part in achieving that direction. Make sure everyone has specific, measurable, attainable, realistic, & time targeted goals that are congruent with the company goals. This is a must for successful companies.
Job Clarity
Employees must know what is expected of them and to have the tools necessary to do their jobs. When employees don’t know exactly what is expected or have the basic materials and tools needed to complete the job, resentment or boredom kicks in and they may lose focus on how to help the company succeed. It is important to give employees the resources they need to be successful.
Job Perception Of Importance
Employees must know the importance of their job; how it supports the organization’s mission. This is vital to their overall attitude, loyalty, and customer service. (This may be the most important factor of all.)
Career Improvement Opportunities
Employees should be given opportunities to better themselves through training & advancement. Provide support, direction, and growth opportunities to the employee who seeks them.
Ongoing Feedback
Many companies really fail here. Feedback lets employees know how they are doing, the good and the bad. If they are doing a good job, tell them! Say “Thank You” when you catch them doing something right. Many times companies that have a bonus structure think that by giving them a check, it is enough. The employee also wants to hear “Thank you for doing a great job.” I am not stating that bonuses for a job well done should be discontinued: It is just not the sole driver of engagement. Just ask your employees.
Excellent Working Relationships With Superiors, Peers, & Subordinates
Top performers have great relationships with their managers, staff, & peers. If they have a bad relationship with their boss, then no amount of incentives will keep them performing at the highest levels.
Effective Communication
Often poor communication leads to lack of trust, disengagement, and lost productivity. Employees that perceive poor communication do not have a clear understanding of what’s going on. When that happens, it may cause a sense of doubt, poor performance, and you suddenly no longer have an engaged employee. Keep everyone in the loop and focused on goals, achievement, and success.
Integrity, Ethics, & Values
A core set of values should be shared by the entire staff. This set of values will help in the decision making process when challenges or problems arise. When these are clearly defined, everyone will come up with the same solution to any given challenge. Everyone must “walk the talk” from top to bottom.
Reward Engagement
Employees that are engaged are top performers. Fairly awarded incentives for a job well done have proven to boost morale and increase engagement. Put a program in place that works within your industry and communicate it to everyone. But you must consistently apply such programs or they become destructive of the unshakable trust that underpins true engagement.
These are the key drivers of employee engagement. We hope this list will help you to enhance engagement within your company.
Written for us by our associate Gary Sorrell, Sorrell Associates, LLC Copyright protected worldwide. All rights reserved