Wenty tips to increase employee engagement

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Wenty tips to increase employee engagement

  1. 1. [Trainers Forum] Twenty Tips To Increase Employee engagement [1 Attachment]TO: 1 recipientBCC: 1 recipientsShow Details[Attachment(s) from Hari Das Nair included below]High levels of employee engagement in an organization are linked to superior business performance, including increasedprofitability, productivity, employee retention, customer metrics and safety levels.That’s way we all want employees to be engaged at work, right? But how can we actually get there?Here are 20 simple tips:1. Communicate clear goals and expectations to your employees – The majority of employees want to be a part of acompelling future, want to know what is most important at work and what excellence looks like. For targets to be meaningfuland effective in motivating employees, they must be tied to larger organizational ambitions2. Share information and numbers - Let them in on what is going on within the company as well as how their jobscontribute to the big picture. When you keep you employees informed they tend to feel a greater sense of worth. Keepcommunication hopeful and truthful – do not be afraid to share bad news, instead be more strategic about how you deliverit. Improve performance through transparency – By sharing numbers with employees, you can increase employees’ sense ofownership3. Encourage open communication - You can get insight into what things are important to the employee by using surveys,suggestion boxes and team meetings. Be open-minded and encourage them to express their ideas and perspectives withoutcriticism. This means putting into practice everything you have learned about effective listening. Address their concerns in thebest way you can4. Not communicating or communicating late can damage engagement - Hearing about an important update from media,colleagues or family and friends can have a negative impact on employee engagement. Ensure employees hear these messagesfrom the business as soon as possible5. Actively promote organizational effectiveness, reputation, values and ethics – Employees want to feel good about theirleaders, where they work, the products they sell and the reputation of their company6. Culture and values – Encourage employees to find a personal fit with the company culture.7. Let staff tell their own stories – Encourage them to tell their own stories about what they are doing to support companystrategies or embody organizational values8. Trust - Employees need to trust each other as well as their leadership. Employees are constantly watching leadership tosee how their decisions affect the strategic direction of the organization and if their behaviors reflect what they say9. Build engagement – Show that you’re genuinely concerned about employees’ opinions and use social media as acommunications tool to build engagement10. Encourage innovation - Engaged employees are innovative. They’re always looking for a better way11. Create a strong team environment - Strong employee engagement is dependent on how well employees get along,interact with each other and participate in a team environment12. Sense of belonging – Non-work activities that foster relationships increase employee engagement13. Provide constant feedback on the positives - When people know what they’re doing well, they’ll keep doing it – or, even
  2. 2. better, do more of it. Providing someone with a little recognition on what they’re doing well can go a long way toward boostingmorale. This is not to say “ignore the weaknesses” – just don’t make the weaknesses the only focus area of feedback. Thisdoesn’t mean you should not create accountability, it actually means the opposite - but, if all you do is criticize, people willlearn how to hide their mistakes or shift blame14. Give immediate feedback – Feedback is two way communication. It is the opportunity to share opinions and findsolutions. Too many managers think should be the province of the annual personnel revue. It’s not. It should be a dailyoccurrence.15. Show how feedback is being used – Demonstrate to staff how their feedback is being used16. Support employees in their work and growth – How many of you have responded to a subordinate’s idea as brilliant oreven good. Success begets success. You can support employee growth by providing education and learning opportunities, crosstraining, coaching, and any other interactions that support employees’ personal development17. Collaborate and share on problem-solving - When employees get the idea that their manager or leader is the one whohas to solve all the problems, it takes away from their sense of empowerment, and ultimately is likely to decrease engagementover time. Encourage team members to take responsibility, and work through problems or issues on their own, orcollaboratively. It’s not the manager’s job to fix everyone else’s problems18. Delegation – Delegation is good for you because it expands your managerial span of control. It’s good for youremployees because it is a growth opportunity for them. It demonstrates your trust in them to do the job correctly and increasestheir ownership of the task19. Incentives – Incentives that are matched to accountability and results. Managers who want their employees to beengaged recognize that incentives must be allocated based on objective criteria and that different employees are motivated bydifferent things20. Celebrate both financial and non financial achievements – Employees need to feel validated and that they are a valuedpart of the organization. Leadership needs to show how much they care for their employees and show recognition for efforts: “Ifyou want something to grow, pour champagne on it“Employees don’t leave a company, they leave their manager. If you want to reduce turnover, improve the number and quality ofyour managers. The lack ofemployee engagement is a real problem, but effective managers can make a difference.NOTE: SOURCE AND AUTHOR IS UNKNOWN“Professional Relationship is the KEY to success in Professional World whereinCompetitive Edge matters”. If you trust this statement and want to practice it then mayI urge you to send me an invite tohari.nair69@gmail.com and join me on Linkedinwith 6000 connects. My utmost gratitude and thanks for being connected to the page ofa highly networked, knowledge sharing and most Passionate Innovative Professional inthe HR world. You can view my profile - http://www.linkedin.com/in/passionhr/http://www.linkedin.com/in/passionhr/http://groups.yahoo.com/group/PassionHR/http://www.haripassionhr.blogspot.com/
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