Higher employee retention. Increased productivity. Enhanced customer service levels. And productivity boosts.
If your reaction to all of the above is “yes, please!” then employee engagement should be high on your list of business priorities. But, how do you go about not only building engagement among team members but also weaving it into your organizational culture?
The solution lies in a comprehensive employee engagement platform tailored specifically to your business. But there are some common drivers that can help you get – and stay – on track. Here’s a deep dive into five that are universal across companies and industries:
Rewards and Recognition
Rewards and recognition are both effective ways to thank your employees for the value they add. In doing so, you naturally build engagement.
- Rewards are typically attached to specific metrics, such as monthly sales targets, and they often come with Recognition, however, doesn’t necessarily requite a specific goal or metric. You can recognize employees for hard work, a positive attitude, or for covering an extra shift when a coworker calls in sick. There may or may not be a material reward attached. In other words, it’s the sincere, authentic thought that counts.
Professional Development
If you invest in your employees’ growth, they’ll be more likely to reciprocate and invest in the future success of your business.
- Clearly define opportunities for advancement. True, lasting engagement rests on employees feeling they have a future with your company that aligns with their career goals. Help them achieve those goals by initiating one-on-one conversations and then facilitating mastery of the skills they need to move up within your organization.
Work/Life Balance
Separation between and success in both one’s personal and professional lives is key not only to engagement, but also to a person’s physical, mental and emotional well-being. You owe it to your team members to provide the flexibility they need to achieve ongoing work/life balance.
- Flexibility looks different to different people. Be open to as many options as possible. These may include flexible hours, remote or hybrid work, unlimited PTO, or choice of which projects to work on.
Management Support
A recent Gallup poll found that managers are attributed with 70 percent of negative variances in employee engagement. Be sure your front-line managers walk the walk. This means coaching versus micromanaging, actively listening, and modeling recognition and all the mindsets and behaviors you need to see reflected in every team member.
Empowerment
Give every employee the time, tools and resources they need to be successful in their roles. It sound simple, yet this basic tenet of employee engagement is all too often overlooked or sacrificed due to budget or other limitations.
- To empower is simply to give someone the autonomy – or power – to get something done. Find out what empowerment looks like for each individual and their job, and go the extra mile to make it happen.
Let the workforce development experts at PrideStaff Modesto help as you build your industry-leading employee engagement strategy. Reach out to us today to learn more.
