“Engaged employees are psychological “owners”, drive performance and innovation, and move the organisation forward.”
– Gallup Report 2017
Have you ever met Bob from marketing or Karen from accounting? Team members who are just going through the motions. Previously these guys were high performing go-getters. Yet, somewhere along the way, their drive, pizzazz, and oomph have been seriously sapped.
An employee who becomes disenchanted, like Bob or Karen, cost a business a lot. After all, business success depends on the consistent commitment, contribution, and creativity of these very team members.
Cue the employee engagement strategies.
Hang on though. People are complex. And teams of people are even more complex. And there are so many factors that inform how an employee experiences an organisation. So, which ones should we focus on? Which elements have the most leverage and influence on people’s commitment and intention to stay?
A study of over 16,000 Australian workers shows that there are some clear winners. Let’s check them out.
Top 5 Strategies to Engage Your Team
- management of change and degree of innovation
There are now unprecedented levels of innovation and change happening in businesses. Undoubtedly, it is necessary to stay relevant in a fast-paced world. Whether at an individual, project, or organisational level, change can be confronting and disruptive. However, it is the number one way to engage employees when done properly.
- belief in the organisation’s mission and values
You have the most incredible and visionary mission and values statements going, but, it is not enough. People need to observe daily interactions that are congruent with these 'words on a page'. Create passionate and inspired team members by walking the talk. After all, being authentic and genuine builds trust and belief.
- satisfaction with rewards and recognition
In the hustle and bustle of deadlines, recognising the positives can get lost. Help people feel genuinely appreciated by creating a meaningful reward and recognition culture. All it takes is a little effort and consistency from leadership. Appreciated employees = productive employees. Simple.
- successfully achieving organisational objectives
People want to be on the winning team. Ensure that personal and organisational objectives align to help people see how they make a difference. Then everyone will collectively achieve and celebrate successes. After all, there is no ‘I’ in 'team'.
- participation and involvement in decision-making
All too often people involved in decision-making have not set foot near the detail of operations in living memory. Actively seek and listen to input from all levels to create an inclusive culture. It helps to build ownership and boost motivation. It can also produce a far better organisational outcome.
In short, engaging employees is all about building a culture that puts people first. What about you? How do you make sure your Bob’s and Karen’s stay connected, collaborative, and committed?
