Employee engagement adds real value to top-line growth and bottom-line performance. But like most good things in life, it takes time. That’s why deploying engagement initiatives is critical to preventing turnover. Consider this: a Gallup Poll found two-thirds of employees aren’t engaged at all. And an Allied Workforce Mobility Survey found that it can take more than a year for new employees to reach full productivity. What if you could fast-track improvements in engagement?
When you consider that organizations with high engagement rates are 78% more profitable than companies with average engagement rates, it makes sense to improve the engagement process. Here are three tips that you and your leadership team can use to engage employees:
- Recognize and respond to your employees’ basic engagement needs. For example, your teams needs clear goals, opportunities to develop, recognition, and ongoing feedback.
- Send out a pre-initiative survey to gauge the current state of employee engagement. Then after your engagement initiative is complete, send a post-initiative survey to measure before-and-after progress.
- Offer employees well-rounded development initiatives that can help facilitate communication and engagement at work and in their personal lives. Assessments such as the StrengthsFinder and MBTI can do just that, by helping people understand what motivates them and the people around them (including your customer).
Providing opportunities for effective collaboration and communication shows your employees that you value them and that you want to invest in them as people. In fact, this kind of team building helps people feel like they belong and get the most from their career, which is key for employee engagement.
Judy Preston with Skill Builders, specializes in customized team building, leadership training, facilitations and coaching that help the whole organization work together in support of the overall mission. Judy is a Certified Myers-Briggs Practitioner, and a Certified Strengths Coach, and with over 20 years of management experience, she understands the challenges of developing and managing the culture of an organization.