Employers spend a lot of time and money on employee engagement strategies, hoping they are doing all the right things to make a positive impact and maintain strong relationships and loyalty among their workforce. Still, many studies suggest employee engagement on average is low. This is an indicator that employers are either not doing enough to keep their employees engaged, or what they are doing is simply not effective.
There are some specific and very basic fundamentals surrounding human behavior and how they influence engagement. Even seasoned professionals can forget from time to time and neglect to stick with these basics which can lead to an ineffective engagement effort.
Examine the fundamental truths below to see how they compare to your engagement strategy. If you are doing one of these, is it working? If it isn’t, can you change it? If it is, can you do more of it?
Employment Engagement Truths
- All the goodies, gimmicks and giveaways in the world are no substitute for a rewarding work experience.
- Spoiled employees, like spoiled children, become childish and entitled.
- Every action, no matter how small, can affect employee engagement. An email, an interaction or a simple note can have a definite impact. Take nothing for granted.
- You build, or tear down, employee engagement one conversation at a time.
- Ask your employees for feedback on employee engagement and listen to what they have to say. They are a valuable resource and know best what it takes to engage them.
- If you do not ask for feedback or you choose to ignore it when provided, you may not find what creates employee engagement until it is too late.
- Do not solicit input from your employees unless you plan to use it.
- Engagement is a two-way street. Employees are not going to care about your goals unless they feel you actually care about theirs.
- It is one thing to make an employee feel like they matter, it is another to empower them to actually matter by making a difference in the organization on a daily basis.
- Your business is not a rehab center for troubled employees. You can only do so much. You are not a therapist, you are a manager.
- Avoid feelings of uncertainty among your workforce. Uncertainty leads to fear and fear tends to focus on oneself rather than the common goals of the team or organization. Communicate and be transparent as much and as often as you can.
- Give specific reasons for any directive. It is always easier to deal with a "What" when you have a "Why" to back it up.
- Focus on that you can control, not on what you cannot.
- Finally, look in the mirror and ask yourself what it would take for you to continue to remain engaged in your company. Put yourself in the shoes of your workforce.
For more information on engaging your workforce please see our Learn & GO module on Engagement & Retention.
Recent News Articles
ALERT: YOU CAN NOW READ THE CAI NEWS WITHOUT LOGGING IN!!
Employers Advised to Factor the New Overtime Rule into 2016 Expense Budget
Do Women make Better Managers than Men?
CAI Survey Snapshot: What Areas Saw the Most Gains in Employee Satisfaction
Engaging Your Employees Requires an Understating of Human Behavior
Winter Months Bring Seasonal HR Challenges
Two Basic Things Employees Need From Their Boss
Tips to Make Your Presentation Unforgettable
FLSA's "Hot Goods" Provision
The Journey of an HR Business Partner: Where Are You?
Preparing for the USDOL's New Overtime Rule
Keys to an Effective Performance Incentive Program
The FLSA's Nursing Mother Amendment
Telecommuting Should Be Carefully Planned
Talent Management: Processes, execution trump fancy systems
The Six Most Common Talent Management Mistakes
Workplace Rudeness is Highly Contagious, Study Says
Using HR Metrics to Drive Business Results through Talent
Handwritten Notes Trump Computer Note-Taking for Retaining Information
Leading a Millennial Workforce
Return to Standard Time November 1st
Welcome New Association Members - September
Fixing a Broken Performance Management System - Part II
Two New Bills Signed by Governor McCrory: Unemployment, National Guard Rights
Are You a Micromanager or Macromanager?
Politics at Work: Respect in a Diverse Workplace
How to Grow Organizational Capabilities by Creating a Learning Culture
Fixing a Broken Performance Management System - Part I