To be on this [employee engagement] blog, you already know how important it is for companies to have committed staff. Employees involved in their work are dedicated, enthusiastic, and motivated, and they serve as role models for others around them. However, how can you increase the level of commitment in your own company?
We’ve found that a business has to support these ten key elements of employee engagement to have a fully engaged team, based on our research and experience.
1. Leadership
There is an intense desire among workers to build meaningful relationships with their supervisors. According to a recent study, a direct manager’s praise is almost twice as effective as stock options in encouraging staff.
Indeed, the relationship between employees and their supervisors is the single most crucial factor in determining whether or not they will stay with your organization long-term. We can’t overestimate the importance of good management when it comes to employee engagement.
2. Communication
How do you know whether you’ve got a good manager? Good communication is the first step. Make sure you freely, honestly, and frequently interact with your employees. Employees will hear about your company’s failings elsewhere, so don’t try to keep them from hearing about them from you.
3. Culture
Employees who like coming to work every day are the product of a positive corporate culture. In addition, the more successful a firm is, the greater its culture.
University of North Dakota researchers found that investing in Fortune’s 100 Best Companies to Work For consistently produces a higher return than in the broader market—even more prominent than investing in the S&P 500.
4. Recognition and Rewards
Three-quarters of employees say they would work harder if given more credit for their efforts in the workplace. Both formal and informal programs, such as “points,” “thank you cards,” and “years of service,” are included in this category.
Well-defined recognition and reward systems help employers discriminate between good and poor performers and connect the behavior that counts most for organizational performance. What is well recognized is likely to be replicated in the future.
5. Personal and Professional Development
Motivated employees place a high value on learning new skills and acquiring new knowledge. On-the-job training is the most common type of growth for employees; however, regional conferences, additional reading materials, or certification courses may also be used.
Keep your staff engaged by finding out what they want to grow and providing them with the right opportunities to do so.
6. Transparency and Results
A winning team is something everyone wants to be a part of. People who do well at work feel good about themselves and their place of employment as a result.
But just like any team, they need a coach who can be open and forthright about their progress. Praise immediately promotes positive behaviors, while timely criticism can prevent future problems from spiraling out of control.
7. A Clear Vision and a Set of Core Beliefs
Employees that are engaged are aware of the company’s overall strategy and how they fit within it. Employees have something to unite around if the company’s vision and fundamental principles are conveyed. Because they see themselves as part of something greater, employees are more likely to go above and beyond for the company’s good.
8. Social Corporate Action
Employees who are proud of their company’s contributions to the community have twice the amount of involvement as those who are not.
Succession-oriented organizations are more likely to be involved in their local communities, have a strong sense of social responsibility, and encourage their employees to join in significant initiatives that improve the world.
9. Feedback
It can be difficult to give constructive criticism. Even more difficult than receiving it! Aside from the fact that it improves performance and helps employees better understand their role on the team, feedback is crucial in any organization.
Managers that are open and honest with their employees about their performance and listen to their concerns are more likely to get the job done. And results are directly influenced by feedback.
10. Sense of Accomplishment
Even if they are tiny, employees who consistently achieve meaningful goals are more creative, motivated, and have better relationships with their coworkers. Making people feel competent while still confronting problems in their work is an essential part of the equation.
Bottom Line
Make sure to incorporate all these ten key elements in your employee engagement program for effective results.
Moreover, BRAVO! Can help you manage your business’s reward and recognition requirements. You can reach us here and schedule a demo with our product experts.
