3 Ways to Increase Employee Engagement and Performance
According to the DATIS 2018 State of Workforce Management Survey Report, over 67% of executives identified “Increasing Employee Engagement and Satisfaction” as a top priority for the year ahead. With that said, 37% of executives that took part in the survey said they do not have any plan in place to increase employee engagement within their organization. If employee engagement was a priority, why aren’t more executives taking steps to create formalized, strategic plans to implement throughout their workforce?
Employee engagement is crucial to employee performance. Increases in engagement have been directly correlated to increases in both productivity, quality of work, and retention. Harvard Business Review recently released a study on the relationship between employee engagement and performance, which concluded, “(Senior executives) recognize that a highly-engaged workforce can increase innovation, productivity, and bottom-line performance while reducing costs related to hiring and retention in highly competitive talent markets.” As more executives are realizing the value of an engaged workforce, it’s important that they understand proven ways to increase engagement within their organization.
Here are some ways to implement, improve and increase employee engagement and performance.
Feedback is essential for personal and professional growth. Whether you are giving employees feedback or vice-versa, meeting with employees on a regular basis can open a dialogue for employees and managers to freely discuss performance and ways to improve current internal processes. Regular feedback can also create an open and honest work environment, resulting in better transparency throughout the organization.
Regular feedback empowers managers to reward, recognize, and encourage great work. When employees are doing well and contributing to organizational success, it’s important for managers to not let this work go unnoticed. This article by Talent Map discusses feedback’s impact on employee engagement, stating “Performance feedback is trending more and more as an important driver of engagement, and mounting research is turning traditional HR notions of employee evaluation on its head.” As executives begin creating their own engagement plans, it’s important that regular feedback be a key component.
Feedback and recognition go hand-in-hand. As stated before, recognizing employees for their hard work and letting them know their value to the organization goes a long way. Recognition, when done correctly, costs nothing and encourages employees to go the extra mile for their organization. However, this doesn’t mean that all good deeds should be rewarded. Executives will need to find a balance that motivates employees to go above and beyond to be recognized by the higher-ups at their organization.
Fortunately, today’s executives now have easily accessible performance management tools that allow managers and employees to recognize each other’s accomplishments in private or for the entire organization to see. Tools like this also make it easy for manager to gauge employee satisfaction levels on a weekly basis without having to meet in person or interrupt their day. Constant communication is a key driver for employee engagement, and can improve workforce morale when executed right.
One of the simplest ways executives can increase employee engagement is to take time out of their day to get to know their coworkers. Often, an organization’s C-Suite can seem detached or distant when locked in an office all day. But today’s top CEOs are starting to abandon their office completely in a way to show solidarity with the rest of their organization. For example, Mark Zuckerberg, one of the world’s most recognizable and successful CEOs, works at the same desk as everyone else in his company, rubbing shoulders with managers, interns, and executives in his open planned office.
If managers and employees took time out of their daily routine to have a conversation with each other, work related or not, they may learn more about their personal and professional aspirations and in return gain insight to help achieve those aspirations. If an employee sees first-hand that their organization is making an investment in them, they are more likely to be engaged at work and even invest more time and effort into their organization.
Employee engagement strategies should be a top priority for organizations to increase employee performance. Organizations within the Health and Human Services industry are typically strained from tight budgets and are unable to afford the additional expenses stemming from a lack of employee motivation. Fortunately, implementing strategies like the ones mentioned above can help avoid these costs.
Need any more tips? Check out the DATIS Employee Engagement Webinar recording for a detailed discussion on the importance of improving employee engagement within your workforce.