“Employees who believe that management cares about them as a whole person, not just as an employee – are more productive, more satisfied, more fulfilled. Satisfied employees lead to happy customers, which leads to profits. “
– Anne M. Mulcahy
Employees today seek to be appreciated, recognized and respected at work. In fact, engagement is now a key measure of many successful companies. For example, businesses with a highly engaged workforce are 21% higher profit, and companies with a stronger workplace culture experience 4x higher revenue growth.
Basically, the difference between successful companies and others is employee engagement. Businesses that prioritize workplace engagement will reap high profits, productivity, and growth, among other incredible benefits.
On the other hand, those companies that put their workforce into the backseat struggle – from high sales to low output, financial losses, reduced customer retention, etc. US companies lose 450-550 billion USD every year for disengaged employees.
So, how does a company turn its employees into loyal advocates and build a community of employees that are engaged and committed to their roles? The answer is simple — incorporate real interaction methods into your work culture!
In the long run, employee engagement practices boost employee morale, help them feel appreciated, and drive satisfaction and commitment to their jobs. This article explores six best practices, including how companies can effectively implement them to see immediate results.
Although closely related, employee engagement is not employee happiness, satisfaction, or happiness. That’s how the staff feel about a company. Team involvement is the level of mental and emotional connection employees have with their work, the organization, and the people they work with.
There are different levels of employee engagement and understanding each category will help you improve group engagement. They include highly engaged employees, moderately engaged employees, low engaged employees, and disengaged employees.
- Highly engaged employees: This group of employees have the best things to say about their workplace. They are connected to their role and team and feel positive about where they work. They are supporters of the company and will go to great lengths to ensure the organization is in the best position.
- Moderately engaged employees: Employees in this group love their job and the organization but still see room for improvement. They are less likely to do better or not benefit the company because they have reservations about the company.
- Less engaged employees: This group of people are indifferent to their work, teammates, and organization. They have minimal motivation and will just stop at doing what they right do. Half the time, they are looking for opportunities elsewhere.
- Removed staff: Unfriendly employees have a negative impression and attitude towards their role. They are disconnected from the company’s goals and its goals. Nor are they committed to their work.
Employee performance and engagement are interrelated; The one cannot exist without the other. Basically, employee engagement level is directly related to their performance level. This means that improving your workforce’s engagement will ultimately improve their output and productivity.
Here are the top six ways to increase employee engagement to boost performance:
Use a performance management system
The best way to improve employee engagement is to know employee engagement levels. The Best performance management software automate this process by conducting regular performance reviews, tracking employee development, and aligning employees with company values and goals. What else? It also establishes a feedback and recognition system to boost employee morale.
This provides ongoing insight into how employees feel and think about the company and what they do. This way, when there are loopholes and dissatisfaction with low engagement, you can react promptly to correct the situation. You’ll delight employees, expand performance with automated support systems, facilitate value alignment, and continually move every team member in the right direction.
Performance management software enables performance reviews, allowing you to track employee progress as they grow. They also keep everyone aligned with the organization’s goals, objectives, and key results (OKRs).
They offer built-in praise and feedback tools, providing regular feedback and encouragement to help workers feel appreciated and valued.
Finally, the adoption of a performance management system streamlines employee management activities, facilitates ongoing motivation, and enables regular employee performance monitoring to increase engagement.
ENHANCED YOUR Core Values and Mission
The company’s core values and mission are critical to ensuring employee engagement. If employees don’t understand or believe in your beliefs and mission, chances are they won’t be motivated and engaged in the job. Conversely, if they know what you stand for, share a similar value system, and support your mission, they will be passionate, committed, and committed to their role.
So one of the first things to do is to clearly articulate the company’s mission and values. Start by marking them when the candidate apply for job within your organization and continually emphasize them along the way.
Doing this will ensure you hire people who care about your goals and believe in what you’re after as an organization. As a result, you’ll have a group on the same page as you, and engaging them will be less complicated.
So discover what your values, mission and goals are. Communicate with them wherever you are — job descriptions, interviews, staff meetings, employee training, websites, office walls, etc. So your team members will match the prices. your values and you can work collectively towards the same goal.
Employees want to know how they are doing and look to leadership to keep them informed. This is why 75% of employees believe that feedback is valuable and 69% said they would work harder if their hard work is recognized.
Feedback ensures that when workers put their best effort into their work, none of their efforts are missed. This allows them to do even better to produce higher results. In addition, feedback proves that employees are valued, so employees feel better about themselves by providing feedback, causing a ripple effect in the way they feel about the organization, teammates. and responsibility.
Besides, feedback enhances performance. First, because employees feel appreciated, they work harder. Second, constructive feedback makes them aware of their strengths and weaknesses in order to make the necessary improvements.
So, hold regular check-ups to know how to evaluate employee performance. Remember, feedback is never one-size-fits-all. Therefore, personalize any feedback approach to each employee’s preferences. Understand how they respond to feedback and structure your method to suit their style for best results.
Instead of giving criticism openly, have the manager deliver a report to each team member directly. This helps employees receive less personal feedback, boosting engagement and performance.
58% of workers asked leaders to “recognize” when asked how to improve engagement.
Why? Employee recognition is an open acknowledgment of an employee’s efforts. So by getting genuine recognition, employees feel appreciated and motivated.
Employee recognition can be simple “Thank” or “Very good.” Expressing honest appreciation for a completed task or milestone goes a long way in motivating employees and encouraging them to do more.
Offers personalized perks. Ask employees what they want and encourage them to do a good job. Reward them with team building activities, promotions, vacations, etc. Whatever it is, the most important factor is that employees feel honored for their achievements.
Therefore, track employee activities to stay up to date on completed milestones and achievements. Celebrate them immediately and express how invaluable they are to the team. Doing this will boost their morale and improve their engagement and performance.
Prioritize work-life balance
The most engaged employees are those with a healthy work-life balance. Top talent wants a life outside of work, so they’re constantly looking for organizations that allow work-life balance.
For example, 57% of employees says that an unhealthy work-life balance is a shortcut when considering job offers.
Fostering a culture of healthy work-life balance demonstrates that you care about your employees’ well-being, promoting their engagement and performance. Work-life balance also prevents burnout and allows them to stay positive mental health and always committed and engaged in work.
Conversely, an unhealthy work-life balance creates unhappy employees. Workers will try to overcome with minimal enthusiasm and commitment, hindering their productivity and engagement.
So create a healthy work-life balance by implementing flexible working hours, encouraging employees to take mental health days, and promoting healthy lifestyles. When you do this, you allow employees to be at their best to feel and do their best work.
Activate volunteer opportunities
Employees want to be part of a great cause, so they enjoy working with organizations that provide and support volunteer opportunities.
Volunteering opportunities bring employees together. It also makes them feel better about themselves and their workplace as they make an impact. As a result, they are more engaged and happier.
So, let’s organize charity programs. Dedication volunteering day to give back to the community and fund charity programs. This helps increase employee performance and engagement to improve productivity, retention, and satisfaction.
Employee performance and engagement are critical to an organization’s growth. Without them, businesses would suffer from low output, retention, and employee satisfaction. So to improve employee performance and satisfaction, apply performance management tools and articulate your mission and values. Finally, give feedback, acknowledge employees, and promote a healthy work-life balance.
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