For organizations suffering from lacklustre employee engagement levels, boosting workers’ connection and commitment to their job can feel like hauling a ship over a mountain.
In other words, making a sea change on engagement can be a big task (though one that will be totally worth it and show results in employees’ attitudes and productivity). A comprehension engagement reno will involve the work of departments such as HR, and need buy-in from executives to managers and, of course, employees themselves.
But you don’t have to wait until you descend the other side before your engagement efforts start paying off.
While it’s true that those big, bottom-line shifts that companies embarking on an engagement drive and/or substantive culture change want won’t happen overnight, you can still make quick progress and get results showing sooner by taking steps that will generate some quick and easy wins.
Start giving feedback, pronto!
Making sure employees receive feedback is one of the easiest ways to get them more committed to their jobs. Why? Because offering advice and guidance in response to a project or task they’ve done shows you want them to learn and grow in their jobs. It also offers them greater understanding of what they’re expected to do. Simply put, employees want to be better and develop at work, you want them to excel — a win-win, right?
Feedback and its partner, recognition, are simple and effective ways to increase engagement. The forms this can take vary, from scheduling regular feedback meetings, offering it on an on-demand (and timely) basis, or establishing regular mechanisms to impart recognition and constructive, responsive advice.
Give credit where credit is due
This one grows out of recognizing employees. Giving credit is different than simply recognizing someone for a job well done. Instead, credit means attributing an idea or a noteworthy effort by a team member to the responsible employee.
To think of how effective this can be, consider the opposite feeling: that of an employee generating an especially valuable contribution to an effort that no-one else came close to, but whose efforts don’t get a special mention. I think we’ve all been in this spot, and it’s pretty crappy. So don’t let it happen anymore.
Giving credit can be as simply as mentioning that team member’s name in an internal newsletter discussing a high-performing project, singling them out in related emails, or even mentioning them in a press release.
Be transparent with company information
Don’t hold back vital company information, such as monthly sales figures, from your employees. Keeping them cordoned off from knowing about just how the organization is performing can leave employees feeling excluded, and wondering how their performance connects with key company results. Divulging important facts and stats — even bad figures, though use discretion — will increase the general feeling of ownership among employees. Remember, information is power, and plugging workers into vital information and metrics will make them feel respected and connected.