The science behind employee engagement: main tips

The science behind employee engagement: main tips
  1. How to increase employee engagement?

Achieving business goals by building commitment around them is the shortest way and the cheapest way to build satisfaction and loyalty. A committed employee always feels satisfaction and always remains loyal to the undertaken commitments. If the company's business goal is to increase income stability, it will be much easier to achieve this goal by applying the presented principles in building customer loyalty. Only employees who are involved in a relationship with the company they work for will be successful.

How to increase employee engagement?

If employee involvement has a positive effect on the effectiveness of the entire enterprise, it is worth considering how to support the development of commitment among employees in practice. As you can see, engagement professionals provide many ways to improve engagement. They provide ten tips that can make a significant contribution to employee engagement.

1. Start on day one

It is important to develop employee engagement from the very first day at work. First of all, the new employee should receive factual instructions on the general profile of the company in which he works - what is its mission, vision of development and what values ​​he follows. The employee should also be familiarized with a detailed description of the job position entrusted to him. Discuss what are his duties, what he is responsible for, what are the goals of his work, what is the importance of his work for the entire company, what is a priority in the branch of which he has become a member. All this so that the employee can develop realistic expectations regarding the course of his work from the very first day. This can prevent later conflicts arising from not understanding the terms and conditions of employment. The manager should make sure that the newly hired person knows his place in the company's structures and knows what the expectations are for him.

2. The example comes from above

Employee involvement requires the involvement of management. To arouse commitment in employees, their superiors must also be fully involved in the current work and make their subordinates feel it. The values ​​and goals represented by the company cannot be merely marketing slogans for managers and management if they want employees to show commitment.

3. Increase engagement through two-way communication

Managers should promote two-way communication. So not only talk, but also listen to what employees have to say. Every worker should have the right to speak on matters relating to his work. It is also worth showing respect for employees' ideas and taking them into account in current activities and plans for the future. It is also important that when making decisions that are important for the course of work, the manager consults with the employees who perform the work. Such activities will help to increase the sense of belonging to the organization and develop a sense of responsibility for the jointly made decision.

4. Create rewarding development opportunities

In management, it is worth focusing on setting goals, allowing employees to choose the best ways to achieve them on their own. This encouragement of independent thinking by increasing autonomy at work can prove beneficial for increasing commitment. Moreover, the awareness of a certain freedom can be an opportunity for employees to develop rewardingly. Therefore, as long as it brings the expected results, it is worth focusing on the effects of work rather than on the processes leading to their achievement.

5. Make sure employees have everything they need for their job

Employees must be provided with all material and non-material resources necessary for their work. Managers have an important role to play here. It is from them that they are expected to constantly make sure that their employees have all the resources needed for their work and will be able to adequately and regularly replenish them.

6. Provide employees with appropriate training

Help employees increase their knowledge and skills by providing appropriate training and workshops. As employees improve in their industry, their confidence increases, and they become more able to work without the supervision of their immediate supervisors. This results in an increase in self-efficacy and commitment.

7. Develop an efficient system of obtaining feedback

It seems important to monitor the level of involvement on an ongoing basis. Conducting regular surveys will allow you to identify those factors that can reduce employee engagement to the greatest extent. Having a list of such factors, you can choose the ones that are most important to your employees and focus on them. It is beneficial when the emphasis is placed on improving those aspects of work that, according to employees, are the most urgent and can contribute the most to change for the better.

8. Incentives have a role to play

Managers should create both financial and non-financial rewards for employees with an increased commitment to work. It seems that when an employee receives a financial reward combined with recognition, he tends to put more effort into further work than if he were only rewarded financially. It is worth remembering that the employee should know for what specific behavior or achievements he is being rewarded.

9. Create a distinctive organizational culture

In creating the culture of an organization focused on commitment, it is important to build an atmosphere of mutual respect and strive to achieve common goals. It is important that all employees of a given company feel that they make a significant contribution to the final success. It is also worth ensuring that the success stories the company has achieved so far are always alive and mobilize employees. Doing so will not only help to keep existing employees engaged, but will also inspire a spirit of success in newcomers.

10. Concentrate on the most effective employees

The most successful companies seem to be particularly focused on ensuring a high level of commitment among the most effective employees. Among other things, this leads to a reduction in the rotation of key employees and, as a result, results in the high efficiency of the company.

Another important step may be to develop indicators to measure the extent to which managers develop and support employee engagement. It is also important to reward managers for developing commitment among their employees.

Finally, it is also worth noting that what seems to emerge from most advice about commitment is showing normal human concern for the employee. Employees will quickly realize whether our commitment building plan is just a set of nice-sounding slogans or a genuine desire to increase efficiency in working on a project that is important to us.

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