Work Smart Now by Richard Polak

Author:Richard Polak
Language: eng
Format: epub
ISBN: 9781510759831
Publisher: Skyhorse
Published: 2021-04-09T00:00:00+00:00

Engagement Tips

Making the decision to invest in employee engagement is a smart move, but it’s not necessarily the easiest first step to take. In this instance, as with most things, the simple way is often the best. Talk to your employees and ask them what is standing in the way of engagement. Is there a specific policy or miscommunication serving as a barrier? Your employees are perhaps the best equipped to offer suggestions regarding workplace engagement, including ideas about what would increase it and how to change the overall office environment into one that encourages engagement and innovation. When you have these ideas, look them over with the other leaders and managers in your business and consider which are viable and how you would implement them.

Managers play an important role in employee engagement. Make sure you’re hiring people who are willing and able to work with employees to set objectives that boost engagement. They should be able to recognize employee strengths and develop strategies to leverage them into organizational productivity and success. If your managers are unyielding and unapproachable, you’re already facing a massive barrier to employee engagement. Coach them in the art of employee engagement and make that a metric by which their own performance is measured. Encourage them to do everything they can to give your frontline employees the tools they need to succeed.

There are a few more specific things to look into in order to boost employee engagement. First, make sure everyone you hire and manage is in the right role. Sometimes responsibilities change over time, often unintentionally, to pick up some of the slack left behind by a missing coworker or something similar. Over time, those responsibilities and tasks can add up and significantly change the scope of an employee’s job. This is a problem, especially when they were hired for a particular talent. Make sure that your workforce is matched with the right tasks and expectations that maximize their interests and strengths. Employees who are interested in their work are much more likely to actively engage with it than those who are simply passing the time.*

Then, make sure everyone is properly trained.* You cannot reasonably expect your workforce to take responsibility for their success or failure when they haven’t been trained in their positions. Give your employees the tools they need to succeed and thrive. Set them up for success and watch their engagement and productivity skyrocket. And make sure they’re working on meaningful projects.† One of the worst things you can do is hire someone with great credentials and then hand them busywork because you don’t yet have a position for them. Hire for the openings you have and ensure that everyone is working on projects specific to their roles.

Stay connected with your employees. Reach out and ask how they’re doing and how they feel about their work. Give regular feedback. Don’t wait until there is a serious issue that requires course correction. The more open and responsive you are, the happier and more engaged your workers will be.

Download

Copyright Disclaimer:
This site does not store any files on its server. We only index and link to content provided by other sites. Please contact the content providers to delete copyright contents if any and email us, we'll remove relevant links or contents immediately.