We hear it all the time – but what does it mean to have high levels of employee engagement? You can have effective workers and even happy workers, but to be engaged means for your team to be committed to their work and your organization, to be working towards mutual success. 

Now, in saying that you should strive to boost your employee’s engagement, it does not mean a company with a toxic work environment or underappreciated staff still deserves high employee engagement. Employee engagement is a natural consequence of highly satisfied and in-tune employees. Not only do our employees deserve compensation for their work, as their time and skills are valuable and are what keep the business going – but they also deserve further motivation to fulfill their potential within your organization. 

Now, I am emphasizing this; employees will not be engaged at a company they do not feel cares about them as individuals, as a workforce, or as members of the work community. So, if you are still reading, it means you have an interest in improving employee engagement and how it will benefit your business, and we are so happy to hear that.

WHY YOU SHOULD CARE ABOUT EMPLOYEE ENGAGEMENT?

It’s simple, really – from a business point of view, employees that are not in tune with the organization tend to deliver poorer customer experience, and not perform as well as they could. If your team cares about the organization and your mission – they will work better, which will result in high-performing team members, higher customer satisfaction, and better business outcomes.

HOW DO YOU IMPROVE EMPLOYEE ENGAGEMENT?

Listen to your employees. What it is that they want and need? What would make them feel more connected to the organization and its mission?

You could begin by organizing an anonymous poll to measure employee engagement, learn how employees feel, and where staff could share their suggestions to make work a better place to be. While pool tables and on-site gyms were all the rage a few years ago, our research suggests that the things your employees want are a lot simpler than those nice-enough perks. 

WORK-LIFE BALANCE

We all have such busy schedules and busy lives, and we have seen an increase in employees reporting a need for flexible employment. You can set specific goals and deadlines but allowing your team to get on with their work without micromanaging them can help a lot. You can arrange for weekly check-ins to see how everyone is getting on and come together with others working on the same project. This will help them not just feel more part of a team but can highlight any areas they need support in and clear up any questions they may have. 

SUPPORTING YOUR WORKERS

On a similar note, think of your team as full individuals outside of the workplace. How can you help them support their lifestyle outside of work? This may look like adequate PTO (paid time off) – adequate parental leave, time off to be able to balance their professional and personal life, which will help to avoid burnout as they may be more likely to achieve a work-life balance. 

It is so much more effective from a business point of view to have your team book days off for whatever reason they may need it, instead of being short-staffed at the last minute because someone called in sick. In terms of family leave, even though federal law encourages 12 weeks of paid parental leave, most parents, particularly fathers, feel unable to take even a fraction of that. The main reason is a cultural push, a subtle message from a company or management, or even a subtle reflection of their commitment to the company. 

WELLNESS CULTURE

With nearly 1 in 5 adults in America encountering mental health difficulties, providing mental health services to your team is possibly one of the best things you can do. There should be an effective framework where there are connections to mental health supports like counseling or assistance programs for employees. 

Create an environment that values wellness. This may include something simple like encouraging your team to take accurate breaks, to log off when their day is over, and to have a company-backed campaign about mental health awareness which may include talks about resilience and mindfulness, helpful demonstrations with tools such as meditation and yoga and a company culture that reflects the importance of self-care. 

These connections to wellness services can be a true game-changer in terms of employee engagement.

CAREER OPPORTUNITIES 

If you know your team is being looked after in the broader sense, you can shift your focus to their professional development. Many of us are satisfied enough with our jobs, but are we being challenged? Do we feel like we are evolving as professionals?

This can be a great way to ensure your team feels like they can grow within their existing role and not have to seek employment elsewhere. Providing your employees with a route to success - which may look like upskilling, retraining, and encouraging/funding further education- your team will be at the top of their game and feel more fulfilled within your company. 

Ask them what would make their job more fulfilling or exciting and give them room and time to grow. On the same note, always look for ways to enhance their current position. Ensure your software, tools, and training are up to date with your industry – maybe there is a great new software for their upcoming project, or a new machine has been launched to help speed up some of the more tedious tasks in the office. 

By also establishing a culture of collaboration, your team is more likely to use a platform where they can come and share ideas, feel like they are contributing to a broader conversation, and most importantly, it will result in them being more innovative thinkers and workers. Our expertise within our roles can highlight gaps within one specific business aspect, such as sales or customer service, and this collaboration mindset can help those members of the organization not only report them but feel like they can do something about it. 

On a final note, remember that high levels of turnover are common for companies that have low employee engagement as they do not have any strong ties to the organization and may be willing to accept a similar offer elsewhere. You want your team to feel valued and respected, and being a key part of your organization will help strengthen their ties to the company and its mission. 

JOIN OUR COMMUNITY

Follow us on Instagram @THEKRAFTYLAB