6 Ways to Improve Employee Engagement
One thing 2020 has helped us do is take a look at ourselves and the way we’re living as a nation. This type of growth has increased awareness about self-care and fulfillment, while demanding that we reexamine our economy and our work-life balances. In recent years, the workforce was already trending in a more enlightened direction, taking their prospective employers’ values, culture, and mission into account when choosing a career path.
Active employee engagement benefits both the employer and the employee in a multitude of ways. These include lower turnover rates and healthier, more productive employees. High employee engagement rates also mean fewer sick days, better teamwork and better higher profits. Keeping your employees engaged is not only helpful, it’s necessary. It may seem like a daunting task, but the good news is that there are actionable steps you can take to promote better engagement. Here are a few:
1. Be clear about the culture you want to promote.
Your company’s mission and values should be a reflection of your own, and should be clear to your professional network, including your employees. Company values should be promoted in the ways that your organization handles staffing and all aspects of its operations. Onboarding training is a good time to solidify your company’s values and ideal culture, but your company culture should be promoted throughout the workplace.
2. Assess your current climate.
A company climate survey is a good way to initially assess how engaged your employees are, and whether they’re satisfied with their role in the company. It can also assess whether the company culture is clear to the people who work there, and what could be improved. Improving employee fulfillment does not have to be expensive or time consuming, but you won’t know where to begin without an assessment.
3. Apply continuous active listening strategies
Periodic assessments of employee engagement could be part of your normal operations, if you want insights about changes in culture and job satisfaction. You might even set up a rewards program of some kind to keep employee participation levels high.
It is also important to maintain a clear and open means of communication between your staff and those in the company who are able to make changes to the organization. If you’re a small business, this might mean you have an open door policy/process to handle employee concerns in a practical manner. Larger businesses can make sure their HR departments have the tools to handle these types of communications by consulting companies like Peak Mind, who help streamline the process with measurable results in company culture.
4. Organize team building exercises
Many companies use team building exercises to keep employees engaged, and to build teamwork in the office. Social engagements can also be effective, if they are safe, inclusive, organized and allow your employees to get to know one another better.
5. Be the change you want to see in your company culture
Change happens in the millions of moments in each and every workday. This is where you come in. Even if you’re not interacting with every employee everyday, think about those that you do have. Treat your employees with the respect and courtesy that you’d want them to treat your customers. Greet people. Listen actively and earnestly, and set the course for your company’s future through each and every interaction.
6. Measure what matters
Tracking change in company culture and employee engagement may seem overwhelming. This is where companies like Peak Mind are also useful. We can help you track those changes, and empower your employees with confidence in communication. Reach out today!
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