If you’re an employee working in any organization, then you know that there are different dynamics of relationships between colleagues, managers, and even team members. While some employees may be more receptive to ideas than others, it doesn’t mean that your team will automatically be engaged at work and inspired to do their best. Let’s face it: Some days, going to work can feel like a real drag. Even if you love what you do, spending so much time with the same people day after day can lead to gradual disengagement. But a Gallup poll found that only 31% of employees are engaged at work; a fraction of those who are actively unengaged or just not engaged enough to give their best performance.
What Does It Mean to Be Engaged at Work?
Engagement is the feeling of being fully involved in something, whether it’s personal or professional. It’s the difference between doing your job just for the sake of getting paid, and actually being invested in what you do each day and why you do it. At its core, engagement is about feeling connected to your work and your colleagues, feeling like you’re part of something that’s bigger than yourself. There are many factors that can influence engagement levels in the workplace, from your relationship with your manager to the type of work you do each day. But one of the most important factors is the connection you feel to your company as a whole.
8 Ways to Build Employee Engagement in Your Company
There are plenty of ways to build engagement in your company, but it all starts with paying attention to what each employee needs to feel more connected and satisfied with their job. – Communication: You can’t build engagement if employees don’t know what’s going on. – Recognition: Everyone wants to be recognized for the work they do. – Culture: The way you treat employees and handle day-to-day operations is what creates culture. – Rotation: If you want employees to think of your company as “the only place I want to work,” you have to give them opportunities to work in other departments. – Mentorship: Companies with highly engaged employees often have formal mentorship programs in place. – Feedback: Giving employees the opportunity to give feedback is helpful for two reasons: It helps build more engaged employees, and it also shows employees that their voices are valued. – Meaningful Work: Everyone wants to know that the work they do each day is meaningful, so make sure that you’re hiring for this reason.
Create Transparency Through Weekly Meetings
While transparency is often regarded as a business virtue, many organizations are still reluctant to share relevant information with employees, whether it’s financial data or upcoming projects. But a lack of transparency can breed distrust and disengagement among employees, who may feel that they’re being kept in the dark. Not surprisingly, the first step in boosting employee engagement is to build a culture of transparency in your organization. It’s a simple gesture, but by holding weekly meetings where employees can ask questions and get clear answers, you’ll be on your way to boosting engagement.
Create a Culture Based on Collaboration and Feedback
In order to build engagement among employees, you need to create a culture in which people feel comfortable working together. – Make collaboration a priority: You don’t have to eliminate competition, but you do need to encourage your employees to work together to find creative solutions to problems. – Create a feedback-rich environment: Offer opportunities for employees to give each other feedback on their work, and encourage regular one-on-one meetings between managers and their employees. – Create opportunities for growth: Make it clear that your company is committed to helping employees grow and develop new skills. – Promote a positive work environment: Make it clear that your company values the work of both employees and the work they do outside of the office.
Rotate Staff Throughout the Company
While some companies offer employees the opportunity to work remotely, it’s often not enough for employees to feel like they’re a part of something bigger. You need to make it clear that everyone in your organization matters and has a place, even if it’s just an entry-level job. That’s why companies like Amazon have implemented a “rotation” program, where employees are regularly rotated throughout departments so that everyone can get a feel for what it’s like to work in different fields.
Offer Meaningful Rewards for Employees
Employers often reward employee performance and longevity with salary increases and promotions. But what about rewarding employees for the things they might not even be consciously doing? Employees want to feel like they are contributing something meaningful to the organization, and they want to know they’re appreciated. A simple way to boost engagement among employees is to regularly offer meaningful rewards. Depending on your budget, you can offer rewards that range from gift cards to company swag to public recognition. To determine which rewards will have the biggest impact on your employees, start by asking questions. – What do your employees value most? – What would employees like to see their company doing more of? – What does your company already do to show employees they’re appreciated?
There’s no easy way to get employees engaged, especially if they’re disengaged to begin with. While there are many things you can do as an employer to boost engagement, you shouldn’t expect immediate results. It takes time for employees to feel connected to their work, and it takes time for them to feel comfortable expressing their ideas and concerns. – Dedicate time and resources to training and development. – Create an open and transparent culture. – Make it clear that all employees are valued and needed. It doesn’t matter if you have one employee or 100; every company has room to grow when it comes to engagement. With the right strategy, you can increase engagement among employees and inspire them to do their best work.