3 Smart Leadership Secrets To Increase Employee Engagement
By Mike Krutza
Being a winner in the marketplace needs a business owner to first win in the workplace. Why invest in employee engagement?
Evidence has been compelling, indicating the considerable benefits of employee engagement on customer loyalty, and ultimately profits.
But taking into account that one in four employees worldwide is disengaged, the message of employee engagement is seen as an inconvenient truth. Then again, there’s good news because employers can take concrete steps to move the needle for employee engagement in their organizations.
A salient characteristic of employee engagement is that it its measurable. You can therefore device performance indicators to your staff. Be specific and concrete when communicating the meters. Ambiguity in your goals, especially when flouted can take its toll on engagement and productivity.
3 Tips For Better Employee Engagement
- Set specific goals. Clarify your expectations. Tell your employees, and be clear and specific about what they need to do to succeed. For one thing, “soft skills” are important wherein employees need to be proactive, interactive with other employees and amiable and efficient customer service representatives. It is as critical to communicate to employees the goals and targets of your business. Elucidate the specific deliverables. When employees understand in detail what they are aiming for, they can easily work to achieve it. Are your mandates well- defined? Do you ensure that priorities are not conflicting? Are resources sufficient? Remove the obstacles in employees’ path to accomplish goals. Employers have the clout and authority to address these problems, which employees feel are beyond their control.
Remove obstacles. Goals aren’t supposed to be too easy. Beyond business objectives, employees are given something to work for as a challenge- to stretch their capabilities. Employers ought to facilitate so that employees can accomplish their goals. Accordingly, workers should be motivated in their efforts.
Make work meaningful. Does your leadership incorporate tactics to make work meaningful to employees? Engagement level is at its peak when people think that what they do matters and makes a difference, and that they are part of something bigger.
There’s the story of Ayla Wendt whose work comprised of writing the letter “L”, all day, everyday to test the tips of Mont Blanc fountain pens. For 20 years, Ayla has done what seems to be an incredibly mundane job. But Ayla, thinking that many of the world’s prominent leaders own Mont Blanc pens finds meaning and purpose in what she does. Supposing that a Mont Blanc pen she has just tested may sign the next peace treaty created meaning for Ayla, deeming that her work is linked to a higher cause.
Make work for employees meaningful. Context of the work is foremost in upholding employee engagement.
Mike Krutza specializes in executive coaching with individuals and teams. Visit Mike’s website here.