{"id":4868,"date":"2019-07-18T11:36:59","date_gmt":"2019-07-18T11:36:59","guid":{"rendered":"https:\/\/blog.synergita.com\/?p=4868"},"modified":"2019-07-18T11:36:59","modified_gmt":"2019-07-18T11:36:59","slug":"guide-to-employee-engagement","status":"publish","type":"post","link":"https:\/\/www.synergita.com\/blog\/guide-to-employee-engagement\/","title":{"rendered":"A Simple Guide to Employee Engagement"},"content":{"rendered":"\n
<\/div>\n\n\n\n

Employees are the heart of the organization. They should feel happy, enthusiastic and inspired to bring laurels. Employee engagement<\/a><\/strong> is arousing all these sentiments in your employees. Employee engagement is the holy grail of the business world. This topic is discussed in every HR conference, debated in seminars and enterprises spending an insane amount on creating an engaged workforce. Yet the progress is minuscule. That is something to ponder over.<\/p>\n\n\n\n

Employees are first and foremost a human\nbeing. Whatever makes us do better, makes us tick will work well with employees\ntoo with the added benefit of the salary. Approaching the subject as conceptual\naspects such as workplace culture, productivity, retention, etc. will not yield\nresults. <\/p>\n\n\n\n

If you can discover what your employee\nwants, then you can achieve employee engagement easily. Employees expect to have\nthe following in their workplace. <\/p>\n\n\n\n

  1. A sense of purpose<\/li>
  2. Flexible ecosystem<\/li>
  3. Recognition & Rewards<\/li>
  4. Opportunity to grow<\/li><\/ol>\n\n\n\n

    These are more or less same as the expectation\nof any person in their life. The same works for the workplace too. \u201cThe whole\nperson comes to work, not just the worker\u201d, says Jim Harter, the Gallup\nresearcher. The first step towards creating an engaged workforce is to treat\nthem as a person not just your employee.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    A sense of purpose<\/h3>\n\n\n\n

    The work, the knowledge of why I do what I\ndo is most important in creating a sense of purpose. The understanding of how\nmy work contributing to the overall success of the company helps them defines\ntheir sense of purpose. <\/p>\n\n\n\n

    The clearly defined KRAs & KPIs\ndetermine their contribution to the organization growth story. Talk to your\nemployees repeatedly what their collective purpose is how their collective KRAs\nand KPIs lead them to success. Goal management software helps you bring\nvisibility and clarity to the employees on their goals and progress.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Flexible ecosystem<\/h3>\n\n\n\n

    In her TED talk Patty McCord, the former\nchief talent officer at Netflix insists that \u201cYour employees are adults. Give\nthem the flexibility they need to work effectively.\u201d They do have obligations,\npriorities, and a life to live besides working for you. A recent study shows\nthat when a company added a flexible work schedule in the job ad, they received\nmore applicants than the companies that paid more. <\/p>\n\n\n\n

    Giving flexible work time, work from home\noptions will make you seen as an employee-friendly company. It shows the\norganizations trust their employees to get the work done from anywhere and in\ntheir own convenient time. <\/p>\n\n\n\n

    Employees who are back from time off tend\nto be more creative, more engaged, more productive and less stressed. Besides\ngenerous vacation and paid leaves, offer them flexible time off so that they\ncan heartily pursue their passion and be there for their family. They would\nfeel gratitude and put more effort to give their best.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    The trendsetters of the flexible work schedule<\/h3>\n\n\n\n

    Ernst & Young Oceania offers six to 12\nweeks of \u201clife leave scheme\u201d every year to pursue their passion. Recognizing\nthe employees growing fondness to travel and to experiment with new things\nE&Y gives a flexible work environment for their employees. For working\nparents, they have a unique \u2018term-time\u2019 program to have a flexible work\narrangement during school holidays. Kate Hillman, the people &\norganizational change partner in E&Y believes these flexibility measures\nwill drive retention and increase employee engagement by 11%. Retaining and\nengaging employees are among the top HR concerns for organizations and they are\neager to experiment with innovative ideas to make it work. <\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Recognition and rewards<\/h3>\n\n\n\n

    Motivated employees are a more engaged and\nmore productive lot. They tend to stay with the organization and inspire others\ntoo. Recognition is the best form of a motivator. <\/p>\n\n\n\n

    Have you ever noticed a child in action?\nWhen it does something cool (cool to them; pretty ordinary for others except\nmaybe to their parents), it looks at the parents with a beaming smile and gets a\nmatching one from the parents approving and recognizing the kid\u2019s achievement.\nI think no one ever outgrows the penchant for seeking approval &\nrecognition. <\/p>\n\n\n\n

    Rewards are important too but recognition\nis the most primal feeling. Any cash rewards or awards accompanied by public\/peer\nrecognition have a more positive impact. <\/p>\n\n\n\n

    Here are a few best ways to recognize and reward your employees that motivate them to work harder.<\/em><\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Cash\nreward has its charm:<\/strong> The unpretentious cash\nrewards still works well. Especially, among sales and service workers and in\nmanufacturing sectors incentives, bonuses are the prominent form of rewards.\nYou can make the cash reward a little more special by adding a personal note or\ncitation which they can post it in their social media and flaunt their\nachievement. <\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Personalized\ngift options: <\/strong>A personalized gift is more rewarding\nthan a generic cash bonus. Employees feel they are respected as an individual\nand their preferences are valued. For a fitness aficionado, gift a gym\nmembership or for a bookish person get a gift card from Barns & Nobles. It\nshows the organization knows and values its employees personally.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Peer\nRecognition: <\/strong>Recognition in any form is always\nbetter but peer recognition makes them extra special. The persons who are\nsitting next to you and whom you\u2019re working closely with looks at you like an\nachiever, that kind of feeling is priceless. The best way to make peer\nrecognition culture mainstream is by introducing feedback software such as Synergita<\/a><\/strong>.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Awards\n& Public Recognition: <\/strong>Awards are the\ntime-honored way to recognize your employees\u2019 contribution. Employee of the\nmonth, role star and other awards though sounds clich\u00e9 still are employees\u2019\nfavorites. Announce the awards in the organization\u2019s forum and organize a\nspecial event or meeting to bestow the trophies and certificates and make your\nemployees feel special. Other employees would also get inspired to work harder\nto get public accolades.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    \u2018Well\nDone\u2019 & \u2018Thank You\u2019 work equally well: <\/strong>Simple\nwords like well done, great job and thank you for the sincere work never fails\nto create wonders. In-the-moment, hearty appreciation from the managers goes a\nlong way in creating a lasting bond and camaraderie.  Be sincere in your praise, highlight their contribution\nand motivate them to work harder. This is the most underused, cost-effective\nyet the significant day-to-day motivational factor for your employees.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    The definite don\u2019t\u2019s of employee engagement<\/h3>\n\n\n\n

    Micromanaging your employees are stifling.\nIt makes them feel inadequate, doubt their ability and judgment. The oppressive\nsituation clouds their better sense and they end up floundering more. None is\nthe wiser \u2013 organization, managers and employees all become the loser. <\/p>\n\n\n\n

    Trust your employees to do their best. Give\nthem a free hand. Measure, monitor, ask questions and raise standards. Don\u2019t\nhold their hands and hit the ball, let them bat confidently. You can get\ninvolved, coach them and be a mentor, but know your limits. Creativity and\ninnovation are essential in this competitive era which can be achieved only by\nempowering employees not by micromanaging them.<\/p>\n\n\n\n

    <\/div>\n\n\n\n

    Train the bosses well<\/h3>\n\n\n\n

    The famous adage says it all \u201cEmployees\ndon\u2019t leave bad jobs they leave bad bosses\u201d. Make the bosses work for the\nemployees, and then employees will work for the company. A recent survey shows\nthat 65% of employees prefer to have better bosses than a better hike. The\ncompensation package, perks and benefits don\u2019t help you hold your employees if\nthey have a bad boss. <\/p>\n\n\n\n

    Encourage your managers to create a healthy\nwork environment. Taking care of employees\u2019 workplace well-being and building a\nhappy, engaged workforce is the prerequisite of every manager. <\/p>\n\n\n\n

    According\nto Gallup, managers are accountable for 70% of the variance in employee\nengagement scores.<\/p>\n\n\n\n

    Set up training programs, workshops and\nsessions for your managers to build an engaged workforce. If possible, add\n\u2018nurturing and inspiring employees\u2019 as one of their KRA. Down the lane, you\nwould get a set of KRA metrics to analyze the correlation between good bosses\nand engaged employees.<\/p>\n\n\n\n

    Engaged employees are your constant\npillars, goodwill ambassadors and marathon achievers. Treat your employees as\nfellow human beings, give autonomy, trust their ability and recognize their\nachievement. They\u2019ll remain loyal to the organization and inspire others.<\/p>\n","protected":false},"excerpt":{"rendered":"

    Employees are the heart of the organization. They should feel happy, enthusiastic and inspired to bring laurels. Employee engagement is…<\/p>\n","protected":false},"author":20,"featured_media":4869,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7],"tags":[30,227,245,68],"ppma_author":[208],"yoast_head":"\nA Simple Guide to Employee Engagement<\/title>\n<meta name=\"description\" content=\"Engaged employees are the pillars of strength for your organization. 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