Employee Engagement Ideas

Emily Manke, is an Outreach Coordinator for Online Human Resources, enjoy her guest blog.

Keeping employees engaged and motivated is an integral part of the HR pro’s experience. So instilling all of the elements necessary to help employees stay content and productive, is key. Here are 6 ways you can help your employees become passionate about your organization.

1. Rewards and recognition.

It’s been indicated in a number of studies, that rewards and recognition programs help keep employees engaged. Any number of programs can do the trick, as long as you research, and follow through. Avoid selecting a rewards program with few winners, because it can be discouraging to those who aren’t selected. It appears the more people are recognized and rewarded for their work, the more motivated and engaged they become.

2.  Find out what’s making them unmotivated.

Instead of focusing on ways to impassion employees, attempt to discover what’s holding them back from loving their job. Open communication between staff members is crucial for so many reasons, and this is one of them. If you can solve a problem that is causing a number of employees to be uninspired and thus unproductive, such as removing a problem manager, that alone will work wonders to make your staff more comfortable. They’ll feel heard, and this is likely to make them more loyal, and you got it, engaged.

3. Schedule time that’s just for fun with the staff.

Having personal ties with co-workers opens them up to a side they may not see at work, and leads to a better relationship all around. Setting up a time during work hours where everyone can relax and get to know each other a little better outside of work, can alleviate stress and frustration, and inspire employees to do better and achieve their goals. Whether it be a trip to the mini-golf course, or simply take-out in a conference room with some nice, not work-related discussion, these kinds of small gestures can work wonders to giving your employees that extra umph.

4. Make sure employees know what’s expected of them.

It’s hard for an employee to go for the gold if they don’t know what that means exactly. Even if you think someone’s job duties are clearly defined, give it some second thought. If you have a hard time describing or articulating exactly what’s expected of an employee, chances are they do too. Set clear cut goals for every position so they know what’s expected of them, and they can aim to do better than that.

5. Train management to lead better.

Even if someone is a natural leader, and has management experience under their belt, that doesn’t necessarily mean they know how to keep their team motivated and engaged. If you’re having a large scale problem with productivity and engagement, take a look at who’s in charge. 65% of respondents to a recent survey, said they’d rather have a new boss, than more money. Proof that management, is a powerful motivator. If a manager seems to lack the ability to praise, and lays the criticism on heavy, or even if he is just too hands-off, he may be the problem. An involved and highly capable manager is necessary to encourage maximum efficiency and engagement, that kind of leadership takes training.

6. Let your employees have lives.

The subject of work life balance has been a hot-topic in HR for years, and for good reason. Companies with flexible schedules, and who support employees in their pursuit of out of work activities and health, tend to have a more engaged, productive workforce. Seems strange, but the more research is done, the more it seems to suggest that loosening your employees reins, in turn ends up reining them in.

Conclusion: Employees are individuals and need to be treated as such. Bad management, a lack of rewards, and poor communication are all contributing factors to why employees become disengaged. By establishing good relationships through recognition programs, good communication, and general respect, we can repair relationships and build an engaged workforce.

From Michael Salisbury www.hralliance.biz