We’ve been talking about employee engagement for a while now and in all the literature and research that is focused on this topic the results are the same.
Engaged employees perform better.
Kip Tindall is CEO of The Container Store which has been voted in the top 10 of the best places to work in the US by Fortune Magazine for the last 14 years. I think he represents what a difference engaged employees can make.
An engaged person is someone who is both able and willing to contribute maximum effort in their work.
Both the organisation and the individual employee need to take responsibility and work on consistent engagement.
How willing are people to contribute at their maximum level if results aren’t being achieved?
Often new employees are highly motivated in the beginning, a good on-boarding program will ensure they are up to speed with the Organisation’s values, systems, policies and processes and have the skills necessary to produce a quality job.
An ongoing individual development plan that is regularly completed and reviewed ensures that this employee’s skills are continuously developed improving not only results but also the self-confidence, job satisfaction and engagement of the person. The individual needs to identify their own goals and paths that align with the workplace.
Coaching and mentoring that further develops their skills and their confidence that leads to meeting and exceeding expectations.
Organisations need to allow their employees feel like they can achieve the things that they want to. Helping them realise their desire to acquire things that they value.
Current research shows that things they value include, feeling part of a team, feeling like an important part of the organisation, feeling like they are worth investing in training, feeling like the work they are doing is meaningful and has a purpose.
Find a way for them to achieve their personalised definition of success that mutually benefits all parties.
The less appreciated we feel our work is, the more money we want to do it
Make it a daily activity. Promote shared responsibility by specifically recognising any discretionary efforts that align with both the business goal as well as the individual’s goal.
Most importantly leaders need to engage themselves with each individual focussing on fostering trust and leading by example.
Leaders that share their authentic self with their team, sharing their goals and values help build a team’s trust and confidence thereby increasing their willingness to contribute maximum effort in their work.
So next time you’re concerned that your employees are feeling disengaged increase the frequency of your recognition strategies. Besides increasing engagement – it also just feels good.