We all want more engaged employees, that is why we are here isn’t it? Around 33% of the workforce is Engaged, and 16% are Actively Disengaged.
There is a middle group of about 50% that could be swayed one way or the other. Have you seen those employees?
We have had a chance to learn what an engaged employee looks like and how to figure out if they are Engaged or not, but what do we do if they are not Engaged?
That is the Billion(s) dollar question: how can I drive my team to be more Engaged?
Through research, we have the 7 main drivers to Employee Engagement listed below
1. Employee Perception of Job Importance
Employees want to be doing meaningful work. Not work that is meaningful to you, work that is meaningful to them. It is important for employees to have passion in what they do, the customer they serve, the purpose they are living in order to be Engaged.
If an employee feels like what they are doing is useless, this feeling of importance goes away. There is some influence that others have on the feeling of job importance:
Feeling important because you are a “Go-To” Person
Feeling important because you work directly with the end user
Feeling important because you lead a team
Feeling important because you are a Master at your trade
All of these things and more can control an Employee’s outlook on their job.
How To Increase Job Importance:
You can help increase job importance with your employee in many ways:
Be clear on how their role is an integral part to the team
Give them more responsibility
Indicate it with pay and title
Acknowledge their contributions
Which one do you think you can start using today?
For More Information On How To Drive Job Importance Check Out This Article:
2. Employee Clarity of Job Role and Expectations
From experience, Role Clarity has proven to be an Extremely Important driver to Employee Engagement. How an employee understands what their responsibilities are and what is expected of them drives the work that they do. This then drives the output and the way the team looks at the individual. If they are not meeting expectations, but think they are, it is a recipe for disaster in Employee Employee Engagement.
Role clarity can also impact the amount of work the employee feels like they have to do in the first place. If there is a Manager that feels like what got them there was doing really well in their job, but is now expected to manage people, they may still try to do their previous job and manage. This will burn them out, which will take them from possibly someone who is engaged to disengaged after a few weeks.
How To Increase Role Clarity:
Some ways that you can improve Role Clarity is:
By being very clear on what their role is .
Make sure they know how important their role is.
Create a Roles and Responsibilities Document outlining everyone on the team and their role.
Sign off on Role Agreements before starting any project.
3. Career Advancement / Improvement Opportunities
Having a goal and something to strive for is why career advancement is a driver for employee engagement. It gives Employees a reason to stick around, especially your high performers who it is their goal to climb the “ladder” in your company.
Realizing growth can be the difference between an Engaged Employee and a Disengaged Employee. Not many people want to be somewhere that isn’t making them grow anymore either financially, in knowledge, in expertise, or with relationships.
How To Increase Career And Improvement Opportunities:
There are many different approaches to developing Career and Improvement Opportunities, here are a couple ideas to get you started:
Before hiring someone on, think about where you would like them to get to in their career at your company. This could be done on your own, but will be more effective if you ask the Employee. (Also a great way to weed out someone who doesn’t belong with your company if their answer is not what you are looking for)
Analyze how your team works to create a backlog of projects that could make your team better. Then, when you have someone who is looking to get better in an area, connect them with the right project.
Have a clear Career Trajectory for the different positions on your team where you would be able to explain to anyone what it takes to get to the next level.
Aggregate the best training you have found for your line of work with your team for any time anyone is looking to learn a new skill.
4. Regular Dialogue and Support From Managers
Dialogue is a valuable tool if used correctly in driving Employee Engagement. A leader could use it to give feedback to an employee, affirming the direction they are going in. This communication could also open up the ability to build a relationship.
Getting support and acknowledgement is also a powerful tool to help employees feel good and to want to repeat the good actions again. The real power is showcased when there is not support or acknowledgement.
Teams can be grinding through 60 hour weeks because their leader does not protect them from outside requests and yet when the work gets completed they wonder why it took so long… This is not great for Employee Moral or Engagement.
How To Increase Dialogue And Support From Managers:
Depending on how your team is structured, there are different ways to increase dialogue. Here are a couple for you to try to drive more Engagement:
Set up daily meetings to discuss work at hand, any blockers, and any ways that leaders can help their teams.
Clearly define communication channels and escalation channels for employees to be heard.
Make recognition and acknowledgement visible.
Have leaders take time to be with their teams in the trenches regularly.
5. Quality of Working Relationships Within Your Team and Organization
Relationships at work are a key driver to Employees being Engaged. Would you want to go to work somewhere where you were not liked or did not like anyone there? If you are going to be around these people for 8-10 hours a day, you should probably at least one of them.
People can make or break work. How many times have you heard of someone who does not like their manager and is moving on from the job soon after?
Not only are relationships about liking your manager. According to an article written on gethppy.com:
When you have a close friend at work, you feel a stronger connection to the company, and you’re more excited about coming into work every day. You attach yourself to the company’s purpose and collaborate better to create success for the business.
How To Improve The Quality Of Working Relationships On Your Team:
Here are some ways that you can influence relationship building on your team:
Set up your working environment for collaboration and relationship building.
Schedule social events for your team to get to know one another outside of the day to day working environment.
Provide introductions for the new people on your team whenever they meet someone they do not know.
Set up sponsored team lunches for people to get the chance to meet others on the team.
6. Perceptions of the Mission, Vision, and Values of the Organization
Having a mission/ vision that clearly speaks to employees is key. This should answer the question: why would someone want to work for or do business with our company.
Employees want to do meaningful work to them, noted above, and they also want to do work that is meaningful to others. This allows them to be proud of where they work, which is a driver to great employee engagement.
Not only should the mission, vision, and values of the company be compelling, they need to be able to explain it to anybody.
How To Improve The Perceptions Of The Mission, Vision, And Values Of Your Organization:
An employee understanding the mission, vision, and values of your organization is them understanding the “Why” behind “Why You Are In Business”. Here are some ways you can improve this Engagement Driver:
Be Clear, Concise, and Compelling with your mission, vision, and values.
Throw away the corporate and politically correct versions and speak the language of your employees/ customers.
Have your leaders drive it home in their communications with the team.
Show your mission, vision, and values visibly in the workplace.
7. Effective Internal Employee Communications
Communication is key when it comes to Employee Engagement. Making sure the team is aligned with what is important, what is coming, and expectations are all ways to make sure Employees stay engaged.
People can sniff out a liar or someone that is hiding something from a mile away. It is important to be transparent with the organization and ask them for their help to continue moving things forward instead of making decisions in a vacuum.
The more that employees feel they are involved and informed, the more engaged they are.
How To Improve Internal Communication:
Here are some ways you can improve your internal communication to drive Employee Engagement:
Let your employees create some creative content and own the message.
Be consistent with messaging, communication channel, and timing with communications.
Work on getting the right information, to the right people, at the right time.
Use dashboards or other landing pages for key information that employees can navigate to and find what they need to be successful in their role.
There you have it, 7 Drivers to Increase Employee Engagement on your team. Which one will you try first?
Go Forth and Grow Happiness
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