Effective employee engagement is a pivotal stride in achieving your upcoming business goals for the new year. You’ve probably heard this time and time again, but your employees will always be your biggest asset. Employee engagement and career development options are massively influential on your overarching organizational goals. The success (or failure) of your business relies heavily on the people you employ. The amount of focus you place on your people will affect on the overall success of your organization.
What impact do fully-invested employees have on an organization?
Employees are more motivated to perform well and produce favorable, measurable results. They are driven by purpose and mission over being driven by their contribution to the bottom line (though that is important).
Here are 6 tangible steps to take that will help you prioritize employee engagement:
1. Motivate your employees.
Motivated and engaged employees make for a progressive organization. It means better performance and involvement. You’ve probably heard that employees leave people, not companies. Whether employees are frustrated with a direct manager or a person in a leadership position, employee dissatisfaction typically does not stem from the company itself. When employees feel motivated and spurred on by their leadership, they perform better and become more invested in the success of the organization as a whole.
2. Get feedback.
A major step your organization can take toward motivating employees is to create employee feedback initiatives that allow managers to effectively receive feedback in a constructive and positive manner. By cultivating healthy feedback measures, you give your employees a platform to voice concerns, opinions, or suggestions that produces a culture of open communication. Open communication is a game changer for retaining your talent and keeping them fully motivated in their role.
3. Focus on an employee-centric culture.
Don’t disregard employee feedback. What you do with employee feedback makes a cultural and functional difference. Make an extra effort to demonstrate to your team that you understand their needs. Employees work best when they feel they have a voice that is capable of producing change within your organization. Heard employees are motivated employees, and motivated employees stick around.
4. Never underestimate the power of employee reviews.
It is vital that you never underestimate the power of the verbal reputation of your company. Word travels fast, and when employees feel that they are not valuable players with a voice, it tends to spread like wildfire. Employee experiences and testimonials can make or break your organization’s reputation. Creating an employee-centric culture boosts retention rates and your reputation. It’s a win-win.
5. Don’t be afraid of change.
What do you think of when you think of large-scale organizational or cultural change? Does it make you cringe a little or does it excite you?
A successful organization is an organization that warmly welcomes productive change. If we’re being truly honest, change is often inconvenient and time-consuming. However, it is constant, constructive, and necessary for any industry or business. How you handle or respond to change directly affects how transformative the change can be.
A word of caution: transitional change can be a difficult process for employees. If done in a negative manner, it can leave employees feeling hurt or unseen by your organization. When facing change, ensure that your team has processes in place that welcome healthy conversation and feedback during transitional periods. Give your employees a vocal platform as they go through organizational changes. Transparency and authenticity during transitional periods boost employee trust.
6. Cultivate a learning environment.
Stagnant working environments and career development paths are major danger signs for organizations. The quickest way to lose employees is to roadblock their learning and development opportunities. Continual learning is a pivotal tool to attaining your business goals. In a nurturing, continual learning environment, you can invest in employees while still focusing on larger business goals. Develop training courses or learning modules that walk employees through different aspects of their role or new industry knowledge. By creating a continual learning environment, you also create space for pain points within your organization to identified and addressed. This is incredibly healthy for companies who may have potentially damaging issues.
Need more efficient and effective ways to boost employee engagement in your company? We’ve got you covered.