The average American employee trudges to their job each day with an unenthused sense of responsibility. They yearn for a more profound connection to their work instead of a monotonous routine, but it feels like an impossible reality- one that hides behind surmounting projects, deadlines and perhaps a boss who is not approachable.
According to the latest Gallop survey, only 34 percent of employees in the U.S. and only 15 percent worldwide are actually engaged at work. Moreover, their research found that 70 percent of the difference in a team’s engagement is affected by their management. These numbers indicate that not only is engagement a problem, but also that managers are highly responsible.
This begs the opposing question, what does active employee engagement look like? A highly engaged employee is committed, passionate, loyal and feels a deep connection toward their work and company. There is open communication and bonding between coworkers as well as the management, which yields increased creativity and productivity. Such strong engagement ultimately reduces the risk of employee turnover and absenteeism, boosts customer satisfaction, and highly influences your company’s degree of success. Fitspot recognizes that effective change starts from the top. Here are some powerful ways to build positive employee engagement that will strengthen your company’s bottom line.
It’s one thing to create respectful boundaries as a manager, but employees can increasingly become disengaged if you become so distant that they feel invisible to you. It’s important to create a healthy balance in which camaraderie and mutual respect can grow. Friendly interaction and acknowledgment of a job well done can go a long way in fostering comfort and loyalty. According to Gallop, employees who aren’t recognized, are twice as likely to quit.
Empower Employees by Learning Their Individual Talents and Strengths
It is crucial to be able to determine each employee’s individual core strengths so that managers can coach them to face challenges by utilizing their core skill set. What innate qualities separate them from the rest of the team? How can they use their talent to address the challenge at hand? If an employee senses that their boss has taken the time to know them, they are likely to seek out their manager for advice, assistance and support in an effort to do their best work and know that it is recognized. These empowering conversations will also stimulate more confidence and independence in the employee, thereby enabling them to seek innovative ideas and methods to tackle their work.
Be Attentive To New Hires
To prevent new hires from feeling rushed, confused, frustrated, and stressed, help them acclimate more easily by taking the proper time to train them and make sure they have a solid understanding of their job responsibilities from the start. If they can use this extra time to freely ask you questions and voice any concerns they may have, you can cover all loose ends and establish a faster, more seamless process of engagement.
Foster Company Goals
One of the best ways to nurture employee engagement is by setting business goals for your company. This means you can create goals for the company as a whole as well as more specific goals for each department. Within that framework you can allot annual, semi-annual, quarterly and monthly goals to keep everyone consistently involved. Managers can check in with their teams as they track their progress towards those goals together. Employees will feel a greater sense of purpose and camaraderie, knowing their work impacts the greater picture and business as a whole.
Help Employees Grow
A significant Gallop poll proved that 87 percent of millennials (and 69 percent of non-millennials) view development as important in their jobs. Today’s growing workforce values the opportunity to grow within their company, by continuing to challenge themselves, and by expanding their skillset. As a manager, you can support this need by allowing them to manage new responsibilities once they show mastery of existing ones and even offer future growth within their current position as well. This will show them you not only value their work but also believe in their potential. This creates bonding and trust. Also, try not to micromanage! If you always tell them what to do and how to do it, their likelihood to tap into creativity and motivation will become stifled. Trust that with freedom, comes great possibility, fresh ideas and problem-solving capabilities.