Employee engagement is crucial to your organization’s success. This is why it is so important to develop employee engagement strategies that you know will deliver results and sustain employee engagement in the long run.
Before starting with your engagement strategy, you need to first understand what truly defines your organization’s values. You need to be able to express these values. Employees who are truly proud of their organization’s vision, values, and ideals will be more engaged with their work.
To start, make sure that you solidify your company’s mission statement, principles, and objectives you have for both the short and long term. You need to be able to answer questions like the reason the company was founded in the first place, what it offers its customers, the vendors, and the community itself. You also need to know exactly what traits you desire from your employees.
Let us now look at what you can do as an employer to improve and sustain employee engagement.
Survey the current employee engagement levels
When you start to formulate plans, you need to first understand what will work and what won’t for your particular employees. You need to be able to understand the strengths and weaknesses of your company and any potential improvements for growth. You also need to know your employees well enough to understand what kinds of things will lead to growth in engagement and how you can sustain the engagement levels.
The following things need to be paid close attention to because of their dramatic impact on employee engagement levels:
- Are there enough opportunities for employees to grow?
- What are the promotional procedures?
- Leave policies
- Communication norms
- Health Insurance
- How often employees are recognized and rewarded
- Meaningful work
- Workplace culture
Decide on What Needs to be Changed
You need to be able to understand where your efforts will be better employed. Conduct frequent employee surveys and get to know your employee’s engagement levels better. The good idea is to start with just two or three points of focus. These can effectively serve as a sort of springboard that will allow you to create actionable takeaways.
- Which points have the biggest impact on employee engagement?
- Where are your employees scoring low
- Are there outcomes that can be improved with minor tweaks?
Just for instance, the survey you conducted might have concluded that your employees are not satisfied and nor do they feel recognized. If this is the case, then you need to take immediate action to improve the overall experience of working at your company.
You need to be able to identify potential problems that are not affecting your employees’ engagement levels positively. After identifying the problems, you need to think of solutions and implement them. A good idea for executing this is to have your entire team be together to discuss the problems. This will help you better understand where you need to focus your efforts.
You will need to find methods to encourage both innovative and open dialogue. You can try out design thinking methods. This will allow your employees to question any assumptions they may have, look at the different points of view, and you will be able to reference challenges, and make them seem like opportunities.
Now is the Time to Act and Be Accountable
After you know your best options, it is now time to put them into action. The main goal here is to create a sustainable impact on employee engagement levels and make team members more accountable.
Your team ought to be able to tell who is responsible for what, the timeline for monitoring progress, and how you define success and deadlines.
You will be able to make sure that the strategy does not fall through any cracks by making sure you outline all action steps and taking ownership of outcomes.
Communication is Key
After you start implementing your engagement plan and put it into action, make sure you communicate this to your employees properly. Your employees should be aware of your desired behaviors and the rewards and recognition they will receive for carrying out those expected behaviors.
Transparency in communication is essential for making successful employee engagement programs. A few other things that you should try to implement are peer-to-peer communication and peer-to-management communication. One way of doing this is to conduct frequent meetings between management and employees. You can also encourage your employees to share any ideas with management. There needs to be proper scope to do this. Otherwise, employees may feel as though their careers are getting stagnant.
Without making sure that your employees are properly engaged and motivated, your organization will not do too well in the long run. When building employee engagement strategies, make sure to start by identifying the actual issues and then try to solve them.
It does not matter what kind of initiatives you are planning, be it development initiatives or new learning opportunities, a recognition program, or any other form of engagement enhancer; the key is to communicate what is expected of employees properly and thoroughly. If you do all of these things properly, you will be on your way to having a much more engaged workforce, and you will also be able to sustain it properly.