Your Employee Engagement Cheat Sheet for 2020

Employee engagement can be hindered by a number of factors. These may involve organizational turmoil, lack of trust of mangers, job market agitation, and non-cohesive relation among the employees and teams.

But unfortunately, the organizations that endeavor to acquire their employee’s engagement and commitment tend to face disappointment. According to the engagement experts, despite offering higher pay and effective benefits to workers to improve employee’s satisfaction and enthusiasm, they still do not encourage employee-engagement.

The good news for the organizations is that they are able to progress engagement by focusing more on employees. The best part is that it does not require spending a big amount of money. Rather, managers must take deliberate, meaningful and thoughtful actions. However, simply taking ideas from the other leading companies without first ensuring its relevance into your organizational culture won’t work. Not everything that may work for one organization would be relevant for you.

It is said that there is a common ultimate goal of almost all the engagement strategies, such as encouraging employees to emotionally connect to their work and feel valuable. To that end, the following are the three driving engagement strategies that can be adapted by any organization as per their culture and budget, to increase employee retention rate.

Provide the Appropriate Tools

One most overlooked factor that significantly drives employee engagement is ensuring the provision of tools that employees require to successfully perform their roles.

Deloitte’s Global Human Capital Trends 2016 report points it as supplying an ‘enabling infrastructure’ by mentioning it at the top of the global engagement factors list.

The infrastructure of an organization comprises of tools and processes that employee’s exercise to get their work done and the organizational competencies they show at their disposal. Specifically, in large companies, certain barriers restrain employees to complete their work. Thus, affecting employee engagement.

For example, if security protocol demands employees to remember four or five dissimilar passwords to access certain software, employees may feel frustrated. Therefore, adopting simple procedures would benefit workers as well as the company.

Recognize Each Individual

Identifying the best befitting approach for a multinational, multi-generational and multi-ethnic organization is one of the challenges to accelerate employee engagement. The answer might differ from person to person.

Managers can figure out the wants of each employee through an easy, no-cost and low-tech way of simply asking them, rather than conducting the personality assessment.

However, there are some universal preferences. Most of the people are likely to lead to higher engagement through increased responsibility and autonomy in their workplaces. Often, they are also motivated by the flexible offer provided to decide how and when they complete the task. Luckily, many managers seem to understand that right. As per the survey report of the Society for Human Resource Management’s 2016 Employee Job Satisfaction and Engagement, more than 70 percent of the employees agree that this aspect of their job makes them satisfied.

The survey results also assist the company in appointing the best-fitted people for particular jobs, which results in greater engagement. Besides, it also helps the managers to better evaluate their communication process and identify the motivational factors of their team.

 Train and Coach Employees

Developing a company’s culture that encourages constant growth helps employees learn the skills they require to perform their tasks. It also depicts that the company recognizes its employees and trust their potential.

The more a company invests in employees’ future, the more the chances of higher engagement.

Fortunately, it is not necessary to have a huge budget to organize a meaningful training program. Employees can also learn how to perform other worker’s job besides their own, as its focus on cross-training. For instance, the staff of the company periodically visits the manufacturing floor for some time for assembling blinds to have a better and broader understanding of how the company operates.

Coaching is another significant source that drives engagement. In the case of Louisville, KY.-based Yum! Brands (the company that owns Taco Bell, KFC, and other food chains), it provided its 130,000 corporate employees the midyear development program and 360-degree evaluation to help them locate skills to enhance. Managers play a significant role in the development procedure. HR managers try to increase the productiveness of coaching by advising managers to continue one-on-one learning sessions and, when needed, reschedule them soon rather than canceling. Thus, reinforcing the company’s commitment to its workplace.

Conclusion

Successful leaders are open and clear in their approach to increasing engagement- they communicate it to their staff time and again, and provide benefits such as a student loan payoff calculator. They engage every employee in the “state of engagement” meeting by ensuring their participation in the discussion.

Besides, these approaches are not complicated but need to be prioritized. Companies that make best use of this will receive huge financial returns, defeat their competitors, and effortlessly lead up the stair of ‘successful organizations’ list.