Remote operations
Marc Prempain
15 April 2024
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When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.
Companies recognize that engaging employees is critical to retain valuable talent within the organization and ensure a productive workforce. Managers are, however, often confused about how to go about improving employee engagement, this article talks about key employee engagement ideas that could be implemented.
The 3 main elements of employee engagement are i. leadership, rewards and recognition, and personal growth. Recent research showing the importance of leadership has been conducted by various research organizations. Managerial leadership accounts for 70% of the variance in employee engagement across different business units. Responsible leaders would help create positive working environments, build a culture of accountability and promote communication.
It is imperative for employers to recognize and reward positive behavior to reinforce it within the organizational culture. Appreciating workers makes employees feel more engaged. Companies could create employee recognition programs that incorporate the company’s beliefs, culture, and values.
Employee engagement ideas are primarily centered around responsible managers. Managers must develop programs and provide feedback to employees that promote their professional growth. Research has shown that investing in employees increases employee retention, as employees leave organizations when they believe that their responsibilities are not in line with their personal goals. And as per factoHR, nearly 44% of the employees are doing the same due to a lack of recognition and engagement in their company. That’s why companies that invest in long-term growth employees enjoy higher profits as well.
Managers and Human Resources personnel could adopt a series of new policies within the organization to improve employee engagement. Below are some employee engagement ideas that companies could adopt.
1. Develop a long-term employee engagement strategy instead of settling for immediate short-term measures.
2. Create an exciting onboarding experience. You need to ensure that the new recruits feel welcome within the organization, have access to the necessary resources, and are able to communicate freely with the other team members.
3. Recognize the work done by employees and reward their accomplishments to make them feel valued.
4. Identify the strengths of each employee and allocate tasks accordingly. This helps employees maximize their potential.
5. Engage your employees, reach out to them for feedback on how to improve engagement. Managers could miss out on glaring issues that are integral to employee engagement, inclusion of employees within the consultative process would help resolve issues that were earlier overlooked.
6. Create a buddy system to introduce recruits to the organizational culture. Understanding the organizational culture in big companies could be a complicated process. Businesses could ease this process by assigning an employee to help the new recruit, which also improves team building and work relationships. Company culture plays an important part in employee engagement and reducing employee turnover.
7. Incentivize goals to create healthy competition among employees. Managers could provide movie tickets to those who meet targets, this creates an incentive for employees to work harder and faster.
8. Provide employee coaching and training. Organizations should constantly seek to improve the competencies of their employees through workshops and training events.
9. Create team-building events such as going on a picnic or a scavenger hunt, social events enable employees to bond with those whom they do not interact with on a day-to-day basis. You can also create flyers to share more information to your employees in a creative way.
10. Make employees feel valued by explaining how the employee’s job helps advance the company’s mission and vision.
11. Create a health and wellness program to improve the mental and physical health of employees. Employees feeling sick at work would be unable to perform efficiently and could have long-term negative consequences.
12. Enable employees to have a healthy work-life balance. Employees must be able to strike the right balance between their work and personal life to enable them to be productive in both areas.
13. Allow employees to move laterally within organizations. Encourage employees to learn new roles.
14. Keep employees updated about changes within the organization. Communicate the necessary information regarding the direction of the company and challenges that the leadership faces.
15. Measure employee engagement through surveys, and accordingly, take corrective measures to overcome the areas where the company is lagging.
16. Encourage volunteering, employees could volunteer some amount of their time every week for a social cause.
17. Provide greater responsibilities to employees, that would help create a strong pool of responsible future leaders.
18. Ensure that employees have all the resources required to perform their tasks. Employees would be able to focus on their work rather than wasting precious working hours.
19. Raise employee salaries, this would ensure a motivated workforce and improve employee retention. Employees working in such an organization where they feel valued would go over and beyond their formal responsibilities.
20. Create a roadmap for employees to achieve their professional goals. Employees would be committed to improve themselves and work harder to achieve their personal goals.
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