Low employee engagement is an ongoing challenge for all types of organisations across the globe. Research shows that disengaged employees put in less effort at work, feel less motivated, and are less likely to meet role expectations. In fact, it has been found that disengaged employees tend to make significantly more errors in their work performance and are actively on the lookout for new job opportunities. More often than not, it’s human resources departments who are given the responsibility of resolving employee engagement issues. To assist HR professionals with employee re-engagement, this article presents six strategies that may be useful.
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Communicate consistently
The larger the organisation, the more impersonal they can become, leaving staff detached from other colleagues or departments and working in isolation. To bridge these gaps, HR teams should keep communication channels open and communicate organisational news more regularly through digital means or with physical meetings to ensure people are kept informed. Those who manage remote teams will need to communicate more regularly and encourage staff to make use of digital communication platforms scheduling regular catch-ups.
Be open to feedback
Another way to encourage employee engagement is by inviting their feedback in a way where they feel safe to express their views then ensure they feel heard once it’s been received. There is software that makes it even easier for employers to regularly seek and collect feedback from their staff through means such as online surveys where staff don’t need to identify themselves.
Define your goals
When a company’s vision and mission is clearly defined and embodied by its senior managers, employees are more likely to buy into the mission and better understand how its actions are aligned to its overarching goals. Check with senior management to see if the mission still applies or have things changed? Update accordingly. Then, focus your own HR policies and behaviours. When hiring, are you seeking new candidates whose values align to your company’s mission and values? If not, how can you adjust your policies and procedures to better reflect these?
Recognise good work
Does your organisation regularly recognise and reward its staff for their efforts and achievements? Even if a few of your leaders and managers thank their staff for their efforts, more can be done at an organisational level. Using digital channels through which staff can thank each other is a useful way to encourage a culture of acknowledgement.
An invested employee is an asset. They will be more motivated and productive and help propel the organisation forward to meeting its mission and strategic goals. HR teams play an important role in supporting employee engagement. There’s always something that can be done to improve workplace relations.
Invest in wellbeing
Taking steps to create a healthy workplace culture with programs such as employee assistance programmes (EAP), mental health first aid, and in-house recreational activities can all help to improve staff wellbeing. Understanding the workplace culture and behavioural expectations will help HR teams better develop strategies to invest in staff health and wellbeing. If skipping lunch breaks and working long hours are silently expected- what can you do about encouraging a shift in these standards? Do your own research then implement appropriate interventions to address these issues.
Empower your people every day
No one enjoys micro-management. When it becomes the way things are within an organisation, employee engagement generally declines. Micro-management teamed with negative feedback can stifle employees autonomy and creativity not to mention the negative impact on their enthusiasm.
Employees empowerment means allowing workers enough scope to work autonomously to demonstrate that you trust in them and their abilities. If HR professionals see micro-management in action, try to address it with the manager by helping them to understand the impact of the way they manage, and assist them to develop a plan to delegate more responsibilities to their staff. If staff development is required, make arrangements to find appropriate training.
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