Employee Engagement.
It's a buzzword you've likely heard over and over again. And there's a good reason for it: it's a critical component of today's most successful organizations.
However, not all organizations are succeeding with their employee engagement strategies. Only 16 percent of global employees are fully engaged, according to the ADP Research Institute's Global Study of Engagement, and disengaged employees are 45 percent "more likely to voluntarily leave their organization."
If you are among those who are struggling to see your employees engaged, here are some strategies you may be missing.
Transparency
Gone are the days of hierarchical leadership. Today's workers want to feel like they are working for a good company with principles and accountability. Being a transparent organization builds trust and contributes to increased productivity and employee engagement. Transparent leaders are those who:
Aren't afraid to be vulnerable. They are open and honest about their concerns and challenges which shows their employees that they are only human. This is at the heart of being authentic.
Show empathy. They care about the people working for them and recognize and acknowledge each individual's struggles.
Are always honest. Even with bad news, transparent leaders are fiercely honest.
Keep their promises. In doing this, transparent leaders set an example for their employees.
Nip things in the bud. They don't tiptoe around difficult subjects or poor performances. They will address issues when they arise in an honest and thoughtful way.
Organizations that foster transparency have happier employees who are more engaged and loyal to their mission and goals.
Build Teams
ADP's research indicated overwhelmingly that teams are a crucial aspect of employee engagement. Specifically, they report those working on a team are more than twice as likely to be fully engaged than those who aren't.
However, 64 percent of those surveyed reported that they work on more than one team, and 75 percent reported that their teams are not represented in their employer's organization chart.
According to experts, teams have at least four great benefits:
Bringing new ideas.
Solving problems.
Creating support.
Building morale.
If you have not incorporated teams - or have fractured, ineffective teams - you could be missing out on some valuable assets. Here are some tips on building great teams.
Evaluate Existing Teams
You may already have teams established that are doing great. Look at what's working and what isn't within your teams. Whether it's personality clashes or logistical issues around remote workers, your existing teams can provide you with insights.
Establish Trust Between Leaders and Employees
Trust is an essential part of being a great team leader. Be sure your team leaders are trusted by their team. ADP's report revealed that a worker is 12 times more likely to be fully engaged when they trust the team leader.
Build On Strengths
Every employee is different and it helps to establish teams based on their unique strengths and weaknesses. A person with a strong personality could be a perfect match on a team with those who are the quiet, creative types.
Ensure Clarity
Teams need to be clear about what they are expected to do. This means they not only know what the end goal is, but they understand how to communicate with their team members and leaders, and they are comfortable doing so.
Celebrate and Reward Successes
Employees who are rewarded and recognized for work well-done, are "seven times more likely to be engaged with work than employees who don't." Establish an employee rewards program that celebrates their team successes. In addition, leaders who acknowledge personal milestones such as marriages, birthdays, or graduations, helps employees to feel valued on an individual basis.
Encourage Continued Learning
Experts report that offering continued learning and opportunities for career advancement are powerful tools that help employees feel they are valued and that their companies are invested in them. An added bonus is that your organization retains top talent from inside, cutting the costs of recruiting and training new hires, and fosters continued employee relations.
Instill Purpose and Meaning
More and more, today's employees want to know their work is contributing to a bigger picture. They need their leaders to not only define a purposeful mission but also help them see how they are contributing to that vision.
Today's workforce includes the largest generation in history: Millennials. And these employees value working for socially responsible organizations. In fact, the majority would take a cut in pay to work for a company that was environmentally responsible.
Harvard Business Review reports that the three things today's employees need to feel satisfied with their organizations are career, community, and cause; recent research from Mercer indicates that employees who work for a purpose-driven company are thriving three times more than their counterparts.
Here are four ways to create a company culture of purpose.
Revisit the Company Vision and Mission
To get people on the same page, make sure you, your leaders, and your employees are all clear on the company mission and vision. It may be necessary to alter some of the wording or change it entirely so that it becomes something that is all-inclusive and contributes to society as a whole.
Discuss the Company's Values Often
Keeping the mission and values of the organization alive means making sure it is discussed frequently. Employees want to work for organizations that have the same values that they hold. Making your core values top priority not only keeps existing employees engaged, but attracts like-minded new talent.
Show Gratitude
When employees understand how their particular job role plays out in achieving the organization's mission, they truly feel they are making a difference.
Share Successes
When a milestone or goal is reached, make a show of it. Be sure teams and individuals are recognized organization-wide with congratulations on a job well done. This creates both a personal and collective sense of pride and community that motivates and inspires.
Having an engaged workforce is crucial to achieving success and growing your operation. In a nutshell, engaged employees are those who feel valued, who can grow with your organization, and who are connected to a bigger picture.
When you - as a leader - develop into your greatest self, you will be better able to bring out the best in your employees who, in turn, will be more satisfied, loyal, and productive. If you are ready to develop, I invite you to contact me today to get started with your employee engagement improvements.