Engagement

business case for employee engagement

Don’t Forget Your Staff During Uncertainties

Don’t Forget Your Staff During Uncertainties Most companies are focused on the bottom line because of COVID 19. Nobody can blame them. There are too many unknowns and yes, if businesses go belly up, everyone suffers. As a leader, keep your employees in mind when making hard decisions. Remember, they’re your most important asset and most affected during uncertainties. If they feel they aren’t being looked after enough, morale and productivity go down. How To Support Your Staff During Uncertainties? So, you must show support in difficult times. This doesn’t just mean paying them more. There are other ways and here are some. » Be flexible. Have you considered a hybrid work setting? If you’re exploring ways to save money, this could be a win-win situation for you and your staff.  This arrangement allows employees to work remotely. Maybe some of them don’t need to come to the office to accomplish their tasks. You can only require them to be physically present on certain days of the week.  » Show empathy. Now is the time to put yourself in the shoes of your employees. During uncertainties, perhaps the topmost in their minds would be health and job security.  Consider how your staff will view the changes you plan to implement. You get to fine-tune your message before making announcements. » Emphasize health. For now, COVID 19 will remain a threat to everyone. Some organizations allow a hybrid work arrangement to ensure the workplace isn’t crowded.  Many businesses upgrade their insurance plans to include COVID 19 treatment. Others provide services that look after their employees’ mental health. Why not promote better hygiene to prevent the spread of diseases? There are many ways you can show your staff you care about their well-being. The example above, for instance, will not cost you much. » Communicate often with your employees. The memo is no longer sufficient today. As a leader, you should get out of your shell and talk to your employees. Don’t forget you can meet them virtually. Your communication should be clear and consistent. Also, don’t forget to ask for feedback.  Get your staff engaged by sharing problems they might be able to solve. Be transparent and try not to sugarcoat. Difficult times call for honest leaders.

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Increasing Staff Engagement

A manager believes his employees are engaged because they often ask questions during meetings. He may be correct, but maybe not. In fact, employees can become less engaged because they’re not getting the answers they’d like to hear.  Another employer thinks their employees are happy. This doesn’t mean they are engaged either. What drives engagement in an organization, then? According to a Towers Perrin report, the number one reason employees are passionate about work is that they believe their organization cares for their well-being. Before moving on, here are signs employees are engaged: They believe in the organization’s mission and goals. Engaged employees are passionate, which they show through their performance.   They can’t wait to get started. Engaged employees are enthusiastic and full of energy. People may love what they do but wouldn’t exhibit enthusiasm in a workplace if they’re not engaged. Finish jobs before leaving for the day. An engaged employee will work late just to complete a task that may not be necessarily urgent. Go beyond the call of duty. Engaged employees are not satisfied with what is required. As a result, you’ll find them exceeding expectations. Fully immersed in their work. Engaged employees may eat their meals while working and avoid unrelated activities. They also take fewer breaks and barely socialize with their colleagues during the day. Practice Increasing Staff Engagement: The above are just a few. Indeed, you might have seen other indicators. So, if you believe your employees aren’t fully engaged, here are some tips you might want to try. Provide a clear organizational mission and vision. These are not empty words you post on your office wall. They should mean something to everyone. Make sure employees understand these. One way to find out if your employees are on board with your goals is through meaningful dialogues or surveys. Often, management conducts a monologue instead of an exchange of ideas and feedback. Appoint managers or supervisors that believe in engagement. They can develop or enhance participation by their direct reports. Provide programs that improve skills. If you want your employees engaged, find ways to develop them into better individuals. For example, many companies subsidize tuition for employees who desire further training or education. Build bridges instead of walls. A way to do this is by adopting other types of leadership. For instance, become an authentic or conversational leader. You’ll find out what motivates your employees. Practice social responsibility. Consumers buy more from businesses that try to improve the lives of others. Start within as there might be employees who have needs more than others. 

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Collaboration in a Hybrid Environment

Many people worldwide are opting to spend more time working at home. COVID 19 inadvertently highlighted the benefits of remote work. Saving money on fuel and office rent and flexible working hours makes a hybrid setting attractive today. But, of course, these are more reasons. There are downsides, however. Among these is the possible loss of collaboration among employees. But, there are ways to maintain cooperation: Discuss with employees how to maintain collaboration in a hybrid setting. Keeping communication lines open is one of the keys to effective collaboration. So, it’s an excellent idea to find out the individual circumstances of people who will work remotely. For instance, employees with families may have to attend to responsibilities before beginning work. However, with more flexible time, they can be more accommodating to their counterparts who are at the office. So, discuss when everyone should be available online. The last thing you want is to have colleagues listening in on a meeting that has no relevance to them. Set time for remote social interaction. Remember when employees hung out for a few minutes around the water cooler or at the lounge? This allowed interaction between people who didn’t have to talk shop during their breaks. This built friendships and improved relationships. How about encouraging the same aside from regular online meetings? Talk about the latest news, sports, trends, etc. Studies show that employees collaborate better with people they’re friends or comfortable with. Be open-minded. Traditionalists believe that eyes should be kept on employees constantly. For them, collaboration wouldn’t exist in a hybrid setting. Give it some time to work. Commit to it fully and explore ways to make it successful. It will take time for people to adapt to a hybrid setting. Let remote employees do their tasks without direct supervision. See what happens? When alone, it doesn’t mean they’re not collaborating. Remember that collaboration doesn’t mean that everyone should be in a synchronous state. Also, desired results can be achieved without real-time attendance online. For instance, finished tasks or communication could be sent by e-mail or other means.

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