Building Employee Engagement

5 Steps to Building Employee Engagement

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What is your company’s greatest asset? If you said that it’s your employees, congratulations! You know that your company might not be what it is without the dedication and commitment of your workforce. However, it’s not just your workforce, but an actively engaged workface that’s your greatest asset. Engaged employees are enthusiastic, positive, fully involved in, and generally content with their jobs. They’re committed to and satisfied with their work and are motivated to perform well on the job. So how do you ensure that your employees are actively engaged and happy to be a part of your company?

1.) Maintain regular communication with employees – Just as in any relationship, communication is key. Regular discussions about job performance, what’s going on within the company, or simply touching base about any issues your employee might have is an integral part of maintaining an open dialogue. Employees should feel comfortable discussing job and company-related concerns with their managers and vice versa. When employees and management are communicating and on the same page, it will help develop meaningful, collaborative relationships with the shared goal of driving the company to success.

2.) Set expectations and goals for your employees – It’s difficult to motivate a new hire when he’s not exactly sure what his title or role is at the company. It’s equally difficult if he is not given the proper equipment and materials to perform his job. Employees should be given a clear set of expectations about what the tasks, duties, and goals are for the position so that they will have all the tools necessary to succeed. When expectations are not fully communicated, this can lead to confusion, boredom, and resentment, which will turn employees into an actively disengaged workforce.

But when you provide a new hire with all the right tools, you create the exact opposite of a zombie employee – an actively engaged employee. Having the proper support, direction, and education about a position will engage and empower an employee to succeed in his role and contribute to the overall success of the organization.

3.) Recognize and reward employees – When you do something at your job that generates great results, don’t you want to get that proverbial pat on the back? Don’t you want your boss to say, “Way to go!” and acknowledge the greatness you just generated? Everyone wants to get recognized for his or her hard work, but it’s also important that employees are rewarded for that hard work. Lavishing praise on an employee is one thing, but how about rewarding that employee with a gift card or a couple hours of paid time off? Not only will these rewards serve as morale boosters, they’ll also been seen as incentives, things your employees will strive for, thereby increasing overall productivity and engagement.

4.) Provide opportunities for advancement and growth – No one wants to stay at a job where they have no room for growth. Imagine how terrible it would be going to work everyday, knowing that your position is stagnant and that you’ll be doing the same thing over and over again without the possibility of moving onward and upward. Opportunities for growth should be limitless – employees should only restricted by what they choose to put into their job. If your employees know that there is ample room to advance in the company, it will lead to a more motivated, productive workforce.

Know what else will motivate your workforce? Allowing them to show you what they’re capable of, even if it’s not specifically related to their job. Like a hack day for computer programmers where they’re allowed to create software programs for fun, a day dedicated to passion projects for employees is a fantastic morale booster. It shows that you believe in your employees and are genuinely interested in their abilities and interests, while also tapping into the hidden talents of your workforce.

5.) Let your employees build a voice – Engaged employees want to be heard. They are your company’s biggest advocates and they want to know that their feedback, suggestions, and opinions are considered valuable by management. Whether a company is ready to roll out a new advertising campaign or they just need feedback on the types of snacks available for the break room, it’s beneficial to simply ask your employees for their opinions. An easy way to do this is to set up a suggestion box where employees can specifically email suggestions and feedback for any major company initiative. This builds good will and reinforces to your employees that they are a vital part of the decision-making process and the company as a whole.

By implementing these 5 steps, you can build employee engagement and improve overall performance and satisfaction. Engaged employees are your greatest assets and can help lead your company to success and profitability.








Post Author

Jim Larrison

Jim Larrison is the Co-Founder & General Manager at Dynamic Signal. He is responsible for overseeing the company’s direction, product innovation, and market strategy to become a global provider of SaaS based advocate and social marketing enterprise solutions for leading Global 2K brands. Jim lives in the Chicago area with his wife and two sons. Jim is an influential movie fanatic, local politico, blogger, and photographer. On weekends, you can catch him on the sidelines of his sons' football or lacrosse games with a few Nikon cameras around his neck.