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When employees are engaged, they perform better and your business grows. With fierce competition for top talent and the increasing cost of training new hires, you simply can’t afford to have disengaged employees. Here are eight employment engagement strategies you can adopt to ensure a fully engaged workforce:
1. Encourage Work Flexibility
Flexible work hours can improve business productivity, by giving the option and the right technology to employees to work on the move. Your employees will enjoy a better work-life balance and boost staff engagement, keeping knowledge and skills in the business for the long term. Flexible working provides alternative ways of working to avoid obstacles that often hold you back. More than half of people believe they are more efficient when they work flexibly as they can work anywhere, turning time spent traveling or between meetings into productive time.
2. Ask Your Employees for Feedback
Great managers always ensure good communication with employees. But it’s not always possible. With frequent client calls and impromptu meetings, your boss won’t always be able to ensure effective engagement within the workplace. While it’s not physically possible to individually speak with every employee, you can use employee net promoter scoresto obtain crucial feedback about your work environment, employees, and bottom line.
3. Encourage Employees to Participate in Volunteer Projects
Not all your employees are able to volunteer off the clock, but that doesn’t mean they don’t want to give back to society. The inclusion of paid time off to volunteer or the option to volunteer during office hours is a great way to let your staff know you care about them and society.
4. Always be Authentic
A critical step to becoming a great leader is making your employees feel comfortable. This demands an authentic relationship where both parties feel understood and respected. If you think an employee’s work performance has dwindled lately, reach out to them. Let them know exactly where they’ve been going wrong and suggest ways to help them improve. Be in constant communication with your employees. Tell them what you expect of them so they work can work hard to perform well.
5. Clarify Goals and Responsibilities
Good performance requires employees to have a clear understanding of their goals and expectations. Discuss your expectations openly and clearly with your employees. And make sure you both have a clear understanding of each other’s responsibilities and accountabilities. Set goals and expectations on a regular basis. But when a new employee joins, make sure you define their goals differently. Similarly, it’s important that you set new responsibilities for your existing employees to keep them engaged.
6. Mentor Your Employees
Being a good mentor means you’re dedicated to your employees’ success. Make sure you plan your time well, commit to it, and review work together. Try not to make excuses or let other works interrupt this. Mentors should be honest with feedback and provide advice in a genuine way. Most importantly, a good mentor should be an active listener. Good mentoring requires accountability from both ends.
7. Recognize Proudly and Loudly
Recognition is a simple way to demonstrate to your employees the role they play in moving the organization forward. If high-performing employees feel their work is unnoticed, their productivity will suffer and they are more likely to leave the organization—often for a place where they are recognized and valued. Your employees are what make the business possible, but do they know that? Both recognition and engagement lead to better business.
8. Frequently Discuss Engagement
Good managers are clear in their approach to improve and employ employee engagement activities within the company. They openly discuss it with their employees. They conduct meetings to engage everyone in the discussion and request proper solutions.
If your employees are a true asset, then you need to make sure you make them a priority. With these eight tips, you can transform your employees’ work experience into long-term careers that are stimulating and fulfilling.
Bhavika Sharma is a survey designer at SurveySparrow, where she designs surveys that work by making them more conversational and engaging. When she isn’t designing killer surveys, she loves to travel, searching for adventure and meeting new people. Her travel experiences have taught her the importance of conversation, and that is what she brings to the table when creating surveys or content for her readers.