[aa_subtitle_display]The workplace has changed. Most organizations are now waking up to this new reality and looking to engage employees as creative, passionate and sensitive contributors.
One of the important things to remember is that employee engagement is not employee satisfaction. Most organizations tend to get confused on this aspect.
Companies do not want a team of satisfied but underperforming employees. The old methods of employee engagement such as “annual surveys” have become outdated and are unable to meet the changing needs of the new age employee and workplace.
It is time to change and embrace new strategies that can help provide the desired results.
The radical changes that have taken place at the workplace have altered the engagement equation and this has forced organizations to rethink the strategies they have used over the years.
Companies need to think what “engagement” means today, so that they can adopt specific practices to suit the modern workplace.
Engagement Tools and Strategies
Organizations need to be clear about what they are trying to achieve. If the strategies are not well defined it can create a lot of confusion in the minds of the employees, leading to disengagement. Keep it clear and simple and avoid any kind of complications.
Make Work Interesting and Meaningful
Ensure that the work assigned to each employee is meaningful and provide them with tools to succeed. Designing jobs that are meaningful and selecting the right person for these jobs can ensure better employee engagement.
Establish an Inclusive Workplace
If organizations want to engage with their employees, they need to give them a work environment that is flexible and supportive. Research has shown that open and flexible workplaces have a major impact on employee engagement.
Continuous and Ongoing Recognition
Managers looking to build an engaged team need to provide continuous and ongoing recognition of the efforts of all team members. This is an extraordinary tool and has increasingly been used by organizations.
Companies that have built a culture of recognition have 31% lower voluntary turnover than those that do not employ such strategies.
Opportunities for Growth
Companies need to create ample opportunities for growth for all its employees. Professional development is key to the success of employee engagement. If employees do not see a clear career growth path they may become disappointed with their work and this can start reflecting on their productivity.
At each step, employees must be clear about knowing their performance is interlinked with the strategy of the organization.
They specifically need to know the important part they are playing in increasing productivity and profits. Things have to be communicated constantly and consistently so that employees remain engaged.
If you want the strategies to really work their magic, it is best to keep them simple. When you have employees committed to their mission and work, they may be willing to put in extra effort willingly and this can have a positive impact on growth of the company.
Companies are now keen to invest in tools and strategies that help improve employee engagement. PEO provides tools to companies, so that they can build an organization that engages employees and drives results and profits.