How to Make Employee Engagement Actions a High Priority
Regardless of how full your plate may be as a manager, employee engagement should be a top priority if you want to succeed. If handled correctly on a day-to-day basis, a high degree of employee engagement can lessen your workload, increase productivity, raise profits and decrease turnover. Well worth it, don’t you think?
6 Basic Employee Engagement Actions
Employee engagement should not be just another onerous task that weighs managers down. Based upon over 500,000 employee engagement surveys per year, here are six basic employee engagement actions for managers to work into their regular day-to-day schedule.
1. Evaluate Regularly
Don’t wait until things are going poorly. It’s much smarter to review engagement on a regular basis so you avoid turnover and prevent a decrease in productivity. Work with your HR partners to identify gaps and fill them before you risk any down time.
2. Check in Frequently with Employees
Again, don’t wait. Annual reviews don’t work nearly as well as following up with employees on a weekly basis. Hold them accountable for agreed-upon action items and track their progress toward goals that you have set together.
3. Be Open to Feedback
As a manager, you should be as open to receiving feedback as you are to giving it. Ask your team members what could be improved and what they need in order to be successful. Give your team opportunities to contribute ideas and to feel that they have a voice in the team’s direction and way of doing things.
4. Go Beyond the Simply Professional
Learn what you can about your employees – how they think, what motivates them, what interests they have beyond the workplace, their strengths and their weaknesses. When you establish a personal connection, you show your caring and your wish to assign them meaningful roles that are aligned with their individual talents and preferences.
5. Appreciate Accomplishments
One of the great predictors of positive engagement is recognition of employees’ extra effort and outstanding work. Even a simple thank you at a team meeting or a personal note of appreciation will go far toward building trust and encouraging the kind of behavior you seek.
6. Define and Support Your Desired Culture
Work with your team to identify the kind of culture you want. Then, as a team, recognize when those values are being expressed and acted upon. By reinforcing your workplace culture, you support the right behavioral expectations and can spend less time “working on” engagement. It will naturally follow.
The Bottom Line
When you can work these six best practices into your day-to-day routine, you will find that engagement is not another “to-do” on your list but a natural outcome of good overall management. And the rewards far outweigh the effort on your part.
To learn more about the top employee engagement actions, download the Top 6 Forces Driving Employee Engagement and Strategies to Move the Engagement Needle