Article by Dianne Brown (SRJ Walker Wayland)
If you're any employer who feels their employees are lacking in cetain areas, this could be the reason...
Do you have an employee who’s often negative, frequently makes mistakes and leaves others to pick up the pieces?
Ever wondered how they become that way in the first place?
The answer usually lies in employee engagement or, in their case, lack of it.
This can be a significant risk to your business as it can turn a workplace toxic for everyone.
Introducing a few simple employee engagement strategies can make all the difference, preventing a workplace from descending into a sea of negativity and raising team morale, motivation, and performance levels.
Before we get to the employee engagement strategies, let’s delve deeper into the risks associated with a disengaged workforce for a business.
Disengaged employees result in lower productivity, higher rates of errors, poor customer service, brand damage and increased costs.
These costs include:
This has a direct impact on all aspects of your business and, of course, profitability.
On the other hand, according to a Gallup report on the State of the American Workplace:
“When compared as a whole, highly engaged businesses significantly outperformed businesses with lower (employee) engagement: with 20% higher sales and 21% more profitability.”
Engaged employees perform better, are proactive and productive, stay with your business longer, and provide a better customer experience.
How does this happen?
Well, employee engagement is essentially about:
The following five employee engagement strategies are a great starting place for most employers:
Develop a culture that recognises the need to incorporate work and home life balance.
Support your employees with comprehensive benefits packages and find your individual employee drivers.
This should include role descriptions with key performance indicators (KPIs) linked to remuneration.
For further engagement, ensure your employees are involved in the development of their own KPIs and that you have visible mechanisms available so that they can regularly track performance.
This feedback should be given throughout the year, not just at appraisal time.
You may even want to consider quarterly employee/manager catch-ups to track progress against KPIs and re-set quarterly individual plans.
This will help ensure that your staff are the right fit for their current role and identify solutions to address the gaps.
Once you have identified your employee strengths and core skill-sets, you can work with them to develop career pathways, which can be re-evaluated regularly.
This doesn’t have to be done on a grand scale.
Think: publicly praising and thanking employees for good performance; introducing monthly “values” awards for those who are actively displaying your core business values; providing small gift vouchers and encouraging regular celebratory events (birthday cakes, monthly lunch barbecues, etc.).
These are all great ways to raise positivity and motivation levels.
By increasing your employee engagement, you not only have happier employees and a more productive and enjoyable work environment; your business will perform better too.
There really is no downside to raising employee engagement with the strategies outlined above.
If you need help with creating a more engaged workforce, please contact SRJ Walker Wayland.