Tips to Keep Employee Engagement

Are your employees giving their all to your company? Do they believe that their roles are crucial in the achievement of the organization’s goals? Do your employees feel appreciated? If you answered “no” to these three questions, red flag should be up. Why? Company owners who are not looking after their employees are in fact losing customers, money and cost saving measures. 

winnerCompany owners must prioritize getting to know more about their employees to make them fully engaged. It creates a win-win situation for both sides. With this in mind, follow the tips below to power up and sustain employee engagement. 

1. Shrug off your negative opinions about your employees. Approach your employees and treat them as a source of new knowledge that are valuable contributions to your company. As an owner of the company and their leader, you are creating the vision of achievement. 

2. Get to know more of your employees especially their goals in life, stress factors, their definition of success and what makes them excited to work. Show that you are genuinely interested to know them better whenever it is appropriate. Do your part in making their goals a reality such as providing work-life balance. 

3. Part of employee engagement is making sure that you provide all that they need in order to do their jobs. You can simply make rounds and ask your employees if they have everything they need to function well and become fully competent in their jobs.3. Part of employee engagement is making sure that you provide all that they need in order to do their jobs. You can simply make rounds and ask your employees if they have everything they need to function well and become fully competent in their jobs. 

4. Clearly communicate to your employees your expectations from them; the company’s vision, mission and objectives; and the success factors of the organization. Employees will not be productive and cannot perform well if they are not aware of what the company aims to do. Excellent communication between you and your employees helps increase positive outputs and reduce stress. 

5. Make time to ask your employees for feedback –Ask them about how they would rate your performance as their employer or manager and leader. This might be a challenge for you to do. However, it is more challenging on the employee’s side to give an honest response. To develop this skill, you can start a conversation using these statements, “It is one of my goals to continually improve myself. What would you like me to improve as your leader or boss? What would you like me to do differently? What do you think should I start doing to make your job easier? 

In asking these questions, make sure that you are ready to accept the feedback with open mind and heart. Do not forget as well to give your appreciation after receiving the feedback. 

6. Ensure that you provide your employees a chance to grow and develop. Train and retrain them on their weaknesses such as developing resolutions and problem solving skills. These are crucial skills that will help them interact with you, colleagues, suppliers and of course your customers. 

7. One of the effective tips in employee engagement is recognizing and rewarding your employees in such a way that is meaningful to them. This is an important reason why knowing your employees better is very crucial. It is great to celebrate efforts and accomplishments to give your employees a boost. 

Once you have initiated employee engagement, you must be consistent. If you suddenly drop your plans, all your efforts will backfire. Remember, there is a connection between your commitment and your employee’s commitment. Your continuous commitment will keep employee engagement. 

Make your engagement with your employees a priority. Keep in mind that employees are your best assets. Their enthusiasm, feedback, collective ideas, commitment and dedication are the backbone of the success of your company. 

Some employees give all their best no matter what happens. However, there are also others who need guidance from skilled managers or employers.

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