Employee Engagement

Just like any other corporate sector, employee engagement is a crucial part of the education sector.

Reduced financing, more rules, rising public demand for accountability, and talent management problems affect employee engagement in educational institutions. 

Despite 81 percent of respondents believing that faculty and staff have a significant effect on student achievement, almost half (47 percent) of institutions do not track or evaluate employee engagement, according to research performed by Cornerstone. 

Furthermore, according to the same study of higher education institutions, 39% do not provide any type of employee engagement, such as leadership development, recognition programs, or coaching.

Educational institutions that invest in learning and development programs for both faculty and staff have more engaged employees. Therefore, employee engagement must become an essential strategy for educational institutions. 

Moreover, here are five excellent steps that will determine ways to improve employee engagement.

Ways To Boost Employee Engagement In The Education Sector

1. Measuring Current Engagement Levels 

Employee Feedback

A well-conducted employee survey can present you with a clear picture of the current level of engagement and overall employee motivation at your institution. It will also provide you in-depth information about the loopholes in your current employee engagement strategy (if any).

More so, asking employees how they feel is a fabulous way of stirring employee emotions and showing that the organization cares for them.

Nevertheless, consider using a third party to avoid biases and promote employee participation.

2. Selection Of The Right Managers 

Employee Engagement

Not everyone can be a good manager. It takes a great personality, talent, and experience to be a great manager. Selecting the right people to become managers is a crucial aspect of employee engagement.

Therefore, while appointing Directors, Principals, and HODs, there should be a neat and merit-based criterion.

3. Accountability for Employee Engagement 

Employee Engagement

All managers are responsible for the engagement of employees. Managers should be coached on and given effective tools for improving the involvement of employees.

Now, this may not only include budgets for food parties but also having access to some good employee engagement software like BRAVO!

Moreover, by accountability, I mean to emphasize that all senior personnel must take the employee engagement of their institution seriously.

4. Bringing Engagement To Life

Employee Engagement In School

The educational staff must have strong and engaging leadership and management. Senior leaders play a vital role in engaging staff, with the Principal being specifically important. 

They need to see engagement as a priority, something that needs to be focused, invested in, and measured thoroughly. Also, leaders need to communicate effectively with employees across the institution, through physical meetings and allow employees opportunities to highlight queries. 

Leaders need to be available and approachable across the institution as well. They need to ensure effective performance of management and team working. Moreover, they also need to manage and reduce the pressures on their staff.

5. Effective Communication 

Effective Communication

The voice of an employee is vital for building employee engagement in the educational sector. They need to ensure they have effective communication strategies in order, with a wide variety of channels, and that information is shared readily and extensively.

Promoting a strong employee voice at a school, college, or university is necessary for employee engagement.

Employees need to be involved in decision-making and given various opportunities to express their views through meetings, productive team meetings, staff forums, and well-conducted staff surveys. 

More so, apart from encouraging and enabling employees to offer their opinion, the educational sector also needs to support a culture of empowerment where the staff can make improvements happen.

Bonus Tip: Uplifting Organizational Values

Employee Engagement

Finally, educational institutions need to consider the role of values and strategic reporting. 

Colleges need to have a solid set of organizational values that are well defined and understood by employees. Such values are most effective when employees are given a say in their development, and when you communicate consistently. 

Organizational values should stress the importance of high-end teaching and learning. They need to be positively affected by the behavior of managers and leaders and in decision-making. Having an effective strategic plan that sets out the institution’s values, aims and targets is essential during times of change. 

Bravo As A Tool To Boost Employee Engagement In The Educational Sector 

Bravo Recognition

To address complaints, recognize successes, and make the employees feel connected to their educational organization’s goals and values, the organizations need such employee engagement software solutions that can prioritize recognition and feedback.

It is indeed an honor to announce that BRAVO was designed with just that exact conception.

BRAVO is a complete engagement, recognition, rewards, surveys, and customer rating platform. This tool can play a role in building a productive environment in the workplace, keeping the faculty and students engaged, appreciated, and retained.

Using this platform, employees themselves can publicly acknowledge and praise each other’s accomplishments and create an environment of positive engagement. 

Besides, it provides an interactional space where employees can openly express their feelings and worries with their colleagues and employers. Thus, removing the communication barriers of all sorts.

Anyhow, if you want to learn about ways to reengage your work from home employees, have a look at our recent post here.

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