Tips To Improve Employee Engagement
Employees who are engaged with their company are enthusiastic about it and contribute to overall performance. Obviously, employees work for and care about their paycheck, but engaged employees are also committed to their company and its goals. They help to achieve a high standard of product and service quality, drive innovation and increase revenue and profit. Non-engaged workers can have the opposite effects.
Recent studies have shown that most employees in the U.S. are not engaged with their companies. Accordingly, non-engaged employees represent one of the biggest opportunities for increasing revenue and profit for U.S. businesses. The following are some action items that will improve employee engagement:
- Make your vision, mission and values an integral part of your organization and apply them to your employees, customers, vendors and other constituencies every day.
- Establish clear company goals. As much as possible, include employees from various levels in planning these goals. Ensure that individual, team, department, and company goals are aligned.
- Communicate the company’s performance vs. these goals on an ongoing basis.
- Recognize employees who contribute to achieving company goals. Emphasize informal as well as formal recognition. Leaders at all levels should remember to say thank you.
- Encourage employee feedback and listen to it. Act on suggestions whenever possible. If action is not possible, explain why.
- Encourage employees to improve workflows. Simplifying procedures and processes can significantly improve employee engagement and reduce expenses.
- Employee relationships with supervisors are critical to employee engagement. Yet, many supervisors have had little or no leadership training. Improve your employee-supervisor relationships by providing leadership training for all supervisors.
- Employee surveys have shown that professional training is very important to employees. Invest in your employees with a formal professional development program.
- Promote an environment of trust and remember that trust must be earned.
- Maintain a reasonable balance between workload and headcount. If the workload is increasing and you can’t hire more people, eliminate or reduce low value tasks. Communicate the problem to your employees and ask them for their help solving it.
- Consider flextime and working at home, which are great employee engagement tools.
- Create opportunities and work place areas for employees to connect with each other in informal, work-related and non-work activities.
- Eliminate or reduce dysfunctional employee behavior.
- Provide opportunities for advancement.
- Empower your employees. Leaders should establish vision, negotiate desired outcomes and schedules, measure performance, provide assistance and/or rewards, but not micromanage.
- Create an informal, friendly, team-oriented organizational culture.
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