Employee Engagement: Tips for Involving Workers in Company Goals

Companies long for employees who are dedicated to achieving company goals, but at some companies, such workers are the exception and not the norm. For most companies, losing a disengaged employee is ultimately less costly than continuing to pay the person, but moderate disengagement is rarely enough to justify a layoff notice. Consequently, improving employee engagement is a popular topic at executive consulting sessions, one that many companies are revisiting as they look for cost effective strategies for improving their bottom line. If your company needs a way to increase employee engagement, observing the tips below is a good place to start.


Make Everyone a Decision Maker
Executives may have the final say, but workers can still contribute their opinion on company issues. In doing so, they can feel a sense of importance that is essential to feeling involved in the business of a company.


Give Credit when it is Due
Some executives are like difficult fathers: the more you achieve, the more they expect you to achieve. If this describes the style of motivation that executives practice at your company, it is likely that many of its employees feel unmotivated. Giving credit when it is due, and criticism when it is due, is a better strategy.


Solicit Ideas for Improvement
Because they spend years thinking about their work from the perspective of their position, workers often have unique insights on a particular aspect of their company that executives and executive consultants do not. Tapping this insight can do more than yield valuable information; it can also help increase employee engagement.


Deliver Justice Swiftly
In some cases, improving employee engagement requires dismissing workers who are severely disengaged, especially when they make life difficult for other workers. Dismissing workers who consistently demonstrate poor performance also servers as a reminder of the value of staying involved.


Take Time to Listen
Managers who listen to the people they manage typically get the same treatment from the people they manage. Managers that are unapproachable on the other hand, can seem inhumane, and inspire workers to sail their own boat, as it were. For many workers, feeling a connection with their boss is an important part of feeling engaged with the work environment.


Avoid Behind the Back Criticism
Managers and executives should avoid discussing the shortcomings of a worker with the worker’s peers. Being the object of behind the back criticism is difficult enough when the criticism comes from a peer, but when it comes from a manager or executive, it can be demoralizing.


State What You Want
Because some workers are reluctant to ask what is expected of them for fear of seeming unintuitive, managers should clearly state what they want from workers in relation to specific tasks or projects. With a clear set of expectations in mind, workers have a better chance of engaging deeply in their work.


Conclusion
Employee engagement is a concern for many companies. When workers are distracted and disengaged, they lack the drive and dedication their employers expect from them, and can negatively affect their employer’s bottom line. Improving employee engagement can be initiated by implementing the tips above.