[aa_subtitle_display]Businesses often make the mistake of considering employee engagement to be employee happiness. Employees may be happy at work without it necessarily meaning that they are engaged and working hard to fulfil the organizational goals.
A Gallup survey in 2015 shows that only 32% of employees are engaged at the workplace in the U.S. and the worldwide figures were at an astonishingly low 13%. Disengaged employees are not just bad news for the organizations they work in but for the entire economy.
Each year they can cost the economy $550 billion and this is not something that can be ignored.
Engaged employees have great enthusiasm for their work and this enthusiasm helps boost performance and achieve success. The result can only be achieved when companies start aligning the positive behaviour of the employee with the business goals.
Companies need to understand that engaged performance is not just about salaries, perks and pay hikes. They need to invest emotionally in their employees and in exchange the employees make a similar emotional investment.
It is the responsibility of the organization to give passion and meaning to employees at the workplace.
Know Your Employees
Companies need to take time to know their employees. They need to “listen and learn” what their interests are so that it can help build relationships. This can have a significant impact on employee engagement and motivation. Listening to employees is a simple but effective way to demonstrate that companies truly care about them as individuals.
Appreciate Your Employees
Recognition and appreciation from the manager can boost performance. This acts as an important motivator and encourages positive behaviour and top performance.
Most companies and managers make the mistake of assuming that employees prefer only monetary recognition.
You may be surprised to know that non-monetary recognition and appreciation can also go a long way in boosting performance. A simple “nice job” or “thank you” are as important as monetary incentives.
Make the recognition highly visible so that other team members can share in the acknowledgement. No limit should be fixed on how much recognition can be delivered.
Most companies make the mistake of taking employee feedback but fail to act on it. When an employee survey is done, employees want to know the results and participate in the action that is taken. When companies fail to act on the feedback, it reduces employee engagement.
It is always advisable to share the survey results with the employees and ask for inputs and suggestions. This can help create an action plan to boost performance. When the action plan is implemented, ensure that it is clearly communicated.
This helps the employees understand how their actions are linked to the business initiatives.
If you want to unleash the power of employee engagement and boost performance, you can make use of tools provided by PEOs to develop employee engagement programs.
These tools help remove “obstacles” and allows the employees to use all their skills and experience in the service of the company. This can have a significant impact on productivity and profits.