Some simple tips to help with Employee Engagement

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As a phrase employee engagement has been around for a while.

Finding out what engagement is like in your organization once a year, using anonymous surveys generally provides too little information, too late. However understanding employee engagement is not that difficult.

Get to know how your employees really feel about work.

One of the key attributes to being an effective leader is understanding individual and team morale. Regular assessment and evaluation of how people feel about management, their own role, their team and the organization will provide you with valuable information. This type of data is vital in order to increase motivation, involvement and discover hidden potential.

Here are some other areas that are worth examining if you are trying to improve engagement.

 

Volitional Engagement
Engagement is earned and it needs to be volitional. Sustainable engagement requires people to do things because they want to, not because of process and certainly not because you tell them.

Focus on managing context
Tell the story. Outline the reasoning behind goals and objectives. Bring employees into the decision making process.

Goals and Roles
Simple. Make sure they are clear and achievable.

Sense of Purpose
Outline how even the most mundane roles fit into the bigger picture.

Fairness
Is the playing field the same for everyone? If it isn’t you will have difficulties with engagement.

Feedback
Long term goals need to be broken down so regular progress is visible. Offer regular feedback. Social performance tools can be a useful feedback tool.

 

At Uppiddee we examine engagement through the lens of Mental Wellbeing. Although there are many great initiatives underway, Mental Health is still a taboo topic in many organisations.

A manager, team member or company that contributes to employee stress or anxiety is the ultimate engagement killer. Productivity losses due to low levels of mental energy and days lost as a result of poor mental health cost U.K. employers over £30B in 2010. (Centre for mental health 2010)

In our next post we will examine how poor Mental Wellbeing is impacting organisations and what you can do to help your company grow stronger.

David O Neill

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