How to increase employee engagement in 5 easy steps - Guest Article by Ben Maddock

How to Increase Employee Engagement in 5 Easy Steps

Whilst HR colleagues have always understood the value of employee engagement, over the past few years senior managers and business owners have also started to wake up to the importance of staff engagement. Companies who prioritise their employees are able to attract and retain top talent as well as outperforming their competitors financially. With this in mind an increasing number of organisations are looking to implement employee engagement initiatives with many turning to their HR colleagues for support.

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So what can you do to help?

Step 1: Assess the Situation

Before implementing any initiative, it’s worth assessing your starting position so that you can effectively identify areas that require improvement as well as setting a benchmark against which you can measure your success. If you already carry out a staff survey or measure employee engagement then you’re one step ahead! If not, then carrying out a survey is a great way to start. If you want employees to be honest then making the survey anonymous will allow them to raise concerns they may not otherwise share. Carrying out regular surveys will also allow you to track your progress and see the benefits of any programs of improvement you undertake.

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Step 2: Talk to your Employees 

Rather than imposing new initiatives on your employees, try asking them for suggestions. Your employees work on the frontline dealing with customers on a daily basis, therefore they have extensive knowledge about what works and what doesn’t. Create a focus group to talk to your staff about what it’s like to work for your business as well as the changes they would want to see within your organisation. Asking for your employee’s opinions also shows them that you care about their views and allows them to feel part of any changes you make.

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Step 3: Train & Empower Managers 

One of the most common reasons why employees leave a business is dissatisfaction with their line manager. It may sound simple but, if you want to have a highly engaged workforce, you need a management team who are highly skilled at motivating, empowering and supporting their employees. If you’re worried that your existing management team may lack the required skills then try investing in training and support. It’s amazing how many companies promote individuals to a management role, but fail to provide any training or support as part of the process.

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Step 4: Reward Good Performance

Failing to reward staff (or in some cases to even say thank you) is another key reason for staff disengagement and dissatisfaction. Combat this by recognising and rewarding outstanding team and individual contributions each year. Why not host an annual awards event for your staff or ask your employees to nominate colleagues that have made a difference to win a monthly prize. Team building events are another great way to boost morale as they get groups laughing and having fun together which helps them to forge strong working relationships. Plus, team away days cost a lot less than bonuses and other incentives.

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Step 5: Establish a Shared Vision & Company Values 

Employees are increasingly motivated by purpose and perform much better when they feel part of a team that has a shared vision and clear goals. As an HR professional you’re ideally positioned to establish and promote your company’s principles. Work with senior stakeholders to figure out what you stand for, what your goals are and to define your company ethos. Look critically at your company’s attitudes to performance management, work-life balance, and flexible working arrangements, as these are always key issues for staff. If possible, you should build these concepts into your vision & core values.

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About the Author:
Ben Maddock is a Director of Aim for the Sky Ltd, an events company that specialises in providing team building activities for team away days and corporate events. He is passionate about employee engagement and works with organisations of all sizes to motivate, reward and incentivise their staff.

Ben Maddock is a Director of Aim for the Sky Ltd

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