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Employee engagement truly matters. In the modern age, people are starting to understand this to a much higher extent than historically within workplaces. Undeniably, companies get better results if they have a team of engaged employees working for them, who care about the company and what happens within.
It stands to reason, if you are running a team full of people looking to move away or not really buying in or engaging with the process, there is every chance the business is going to fail, or at least struggle to meet its objectives when it comes to productivity.
Within a team or within a business there is always a message that comes from the top. In any hierarchy structure, the leaders are often the ones who are setting the tone and this means that they are a big factor in whether or not people are motivated.
Trust is a big part of employee engagement. If they constantly feel like they cannot confide in their management or their leaders, or that they don’t have a good enough relationship with them to know what their plans are or where the team is going then there is every chance that the engagement levels will drop.
Leadership is an absolutely huge part of a business, and in virtually every team there is at least one leader setting the tone. While some managers or small business owners are still of the opinion that they should rule with an iron fist, this rarely gets results, especially when trying to manage a team and its engagement.
Business leaders are just one part of the jigsaw when it comes to good relationships and communication between the team. Social chemistry has a big impact, and this includes people in management or supervisory roles.
To keep employees feeling engaged and like they are part of the process, it is a good idea to try to cultivate good relationships. Give people an opportunity to get to know each other and host team events and social activities. It is worth investing in the relationship and encouraging clear communication in the workplace.
Some studies have shown that the majority of workers within a workplace consider themselves to be lonely. This is a big issue for a lot of people, and social wellness is not something employers should ignore if they want to improve their employee engagement. Even if it means dedicating time when employees are being paid to improve relationships and allow people to build up those relationships, it is always good to invest in your people.
If you have ever worked in an environment where you do not feel like you are properly supported, you will probably know how stressful and difficult this can be. Support is about knowing that those around you will have your back and that they are understanding. For example, if you needed some time off due to a family illness or wanted to adjust your working hours to allow you to manage childcare, would that support be on offer?
Employees tend to have a feeling that there is a real sense of giving and take within a business and it is not just about what you can give the business and the team you’re working in, it should be about a mutual relationship. If times are hard and you need support, not getting it is a surefire way for engagement to drop among employees.
Support also extends to things like equipment and the right time and resources to do a job effectively. If an employer makes unrealistic demands of their employees then there is every chance that gradually they will lose some of their faith and some of their engagement. Not getting the right support to do their job is one of the ways that they can lose passion for the role or decide not to put in the sort of effort that might be required.
All too often this is something that is ignored in the workplace. When somebody does a good job, spends some extra time and attention on something or goes the extra mile, do they get the recognition they deserve? If not, it can lead to employees feeling isolated or even bitter towards those they work with.
A lot of us have experienced this before. Imagine working incredibly hard on something, presenting it to the company, and then not being thanked or recognised for the work. Recognition comes in many forms, and of course, most employees appreciate things like pay rises based on their performance, but that isn’t always necessary. Sometimes, simply discussing the work someone is doing, thanking them for their extra work, and showing them that it has been considered and appreciated can be enough.
Recognition can come from those in the same team but it also means a lot when it comes from above, with supervisors and managers really needing to think carefully about the people they manage. Are they getting the recognition they deserve?
A lot of people take on a job with a view to turning it into a career and as such value progression routes. For many employees, it is not just about making some money while they are at work and then going home at night to relax. It is about building a career, learning, and advancing into other positions.
For some companies it is harder to offer this, it depends on things like the management structure, of course. However, employees appreciate knowing that they can move forward if they wish, learn on the job, train to a higher standard, and move forward in their career rather than stagnate and stay in the same position.
Employers can provide things like training courses, certifications, and hopefully even pay rises and the opportunity to continue to advance within the company. It is good to garner this kind of buy-in from employees, who will wish to stay in place and engage with the business and its goals far more if they feel there is a clear way for them to be a part of the future.
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Download nowGreat company culture sounds like quite an abstract thing, and it can be difficult to pinpoint and cultivate. However, if you have a lot of good people involved and they are all working towards a common goal, it tends to be easier to build the sort of relationships required.
Some of the company cultures will come from things like the rules, and how strict things are around the office, as well as the impact of the leaders on the business. For instance, if the culture in a business involves poor habits and leaders not taking responsibility this will inevitably spread.
By giving people plenty of support and respect, and allowing people to have their say on how the business or an office is run you can also help to create a good company culture where people feel valued. This is bound to greatly help with employee engagement and allows people to buy into the projects and mission of a company or other organisation.
Author Bio:
George Relish is the Editorial Director at Quidable. Before starting his work at Quidable, he spent five years in banking. He is passionate about reading science fiction, travelling, and football.