The Ingredients to High Employee Engagement
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Today, employee engagement is a big thing at every organisation. Of course, everyone is trying to figure out the key ingredients to creating a workplace whereby employees are almost “dancing” on their way to office and humming happy tunes while being busy as a bee.
Achieving this state of “happiness” within the workplace is certainly not easy. For starters, the act of going to work in itself can already cause employees to feel disengaged. Coupled with horrible bosses, lack of empathy towards employees, a toxic office environment (the list goes on), this can result in disengaged employees, low productivity and high turnover rates.
However, as the saying goes, when there is a will, there is a way. Here are the key ingredients to a high employee engagement within your organisation.
Set clear expectations
For your employees to be engaged, they need to be crystal clear of their job roles and responsibilities. No employee should be confused or unaware of who does what and why they are on the team. When there is clarity within the team or department, it allows employees to work together with a single goal in mind.
Provide your employees with the right resources
This does not mean providing every single employee with the same number of ballpoint pens or same set of stationeries. Instead, it simply means understanding and recognizing each employee individual’s strong points and assigning them tasks that would tap on their strengths.
Sing your employees’ praises
This should be relatively straightforward and definitely practised on a regular basis. Employees who feel like their efforts are recognised are likely to feel valued and work harder. At the same time, managers should reinforce a culture whereby co-workers recognise each other’s efforts as well. This can create a sense of camaraderie, allowing employees to feel as if they are truly part of a team.
Care about your employees' personal and professional development
If your employee wants to further his studies, even though it might not necessary for his or her role, support him or her anyway. If your employee is telling you upright that he wants to take on a more challenging role and be tasked with more work, it is your responsibility to work with your employee to find out what would they consider a challenge. Instead of merely focusing on output, make time and effort to care about your employees' development. Eventually, they will also make time to care about the development and progress of the organisation as well.
These key "ingredients" are certainly not difficult to put into daily practice to engage your employees. After all, given that they are spending eight hours a day working for you and the organisation, they definitely deserve to be happy and engaged at work.
[Article migrated from dcHR.tech]