Managers and human resource professionals alike struggle with employee engagement. When an employee is not properly engaged in their job, their performance suffers. They are less likely to be loyal to the company, and they may waste company time by spending too much time on social media or other non-work pursuits. Some managers believe that it is possible to increase employee engagement by simply raising wages and benefits, but HR professionals know that it is a more complex problem. Aimee Rieck, an experienced HR manager, explains how companies can increase their employees’ engagement and how engagement leads to greater success.
What Is Engagement?
Engagement means that employees truly care about their jobs and that they identify with the aims of the company. Employee engagement is enhanced by a two-way commitment between the employee and the company. It is based on integrity and trust. The organization and its members must also be able to communicate effectively. Engagement leads to greater performance, well-being, and productivity.
When a fully engaged employee goes to work, he or she looks forward to their day. They have clear goals, and they have ideas about how to make their work and the company better. They look forward to seeing their coworkers and want to help them through the difficult parts of their day.
An employee who is not engaged can drag down an entire workplace. Negative attitudes are contagious. When human resource managers try to boost employee engagement, they may come up against difficult obstacles.
Techniques to Boost Employee Engagement
Boosting employee engagement can’t be limited to higher pay and benefits. While these are positive changes, they will not always build company loyalty. One of the primary ways to decrease employee engagement is having a convoluted org chart. If an employee knows exactly who they report to and understands the chain of command, that will go a long way toward building their engagement.
Another difficulty that people experience which can get in the way of engagement is when policies and procedures require too much red tape. For example, if an employee needs to remember and enter five different passwords to access the computer programs they need to use, they will lose engagement. Putting too many barriers in the path to success is associated with lower employee engagement.
One great way for employers to boost engagement is to make work hours and locations flexible. If employees have the freedom to set their own hours within reason, they will be happier and will have fewer problems keeping up with their responsibilities outside of work. Allowing employees to work from home one day a week is also associated with greater employee engagement.
An effective method to encourage engagement is to encourage employees to volunteer in the community. Volunteering as a team builds camaraderie and gives employees the good feeling that they are making a difference in the community. For example, having a workday at the local park where employees plant flowers, do lawn maintenance, and pick up trash can lift spirits and also benefit the community.
Employees should also be encouraged to take breaks throughout the day. By providing free coffee and snacks, employees are less likely to leave the building for their breaks. There are applications available which remind employees to take a five-minute break every hour, and these can show the employee that the company cares about them and their well-being.
Social gatherings are another good way to build rapport with employees. Even if it is as simple as a bring your own bag lunch event, eating together can build a good relationship.
Authenticity
It is vital that employers come from a place of authenticity when making changes to boost employee engagement. Employees are savvy and can see through insincere efforts to gain their trust. When companies approach employee engagement from an inauthentic perspective, employees lose trust in them and are more likely to be cynical about their work. Cynical employees are not as effective as employees who are truly engaged in their work.
Feedback
A company that wants its employees to be engaged needs to be ready to hear honest feedback about their policies and procedures. Employers frequently give feedback to the employee, concerning performance, work style, and workload. Human resource managers should institute fair and impartial feedback surveys which are completely anonymous. Anonymity will help employees to come forward. Companies should ask for feedback on such diverse topics as managers, policies, and the overall direction of the company.
Engagement Is Important
Aimee Rieck reminds employers that engagement is key to the success of their organization. Engagement is not a product of perks or benefits. It is built from the ground up and requires integrity and transparency. When employers enhance their engagement with their workers, they will find that they are more efficient and effective in their jobs.
