Build accountability in the workplace of today: 4 strategies
Work looks a lot different than it did a year ago, and many teams have had…
The best managers out there know that to get the most hard work and productivity out of their employees, they need to find ways to keep them actively engaged. But this is not always easy, especially during times of change like our collective shift to remote work.
The #1 thing to remember is that employees need to enjoy what they do and who they do it with. We survey thousands of employees on a weekly basis to understand how they feel about their work, and uncovered that:
84% of employees enjoy what they do, yet 21% of employees are not happy at work.
You can ask your team the same questions using our simple Pulse Surveys.
Now more than ever, employee engagement is important to track and improve. Keeping your employees engaged will improve morale, motivation and productivity, but the importance of employee engagement is amplified by the new normal.
With the shift to remote work, it’s harder for managers to have a pulse of what’s happening on their team. Remote employee engagement is a whole new challenger for team leaders. Because of the reduced number of contacts with your employees, engagement problems might take longer to surface.
To help you make the best out of every interaction with your employees, we offer you 10 employee engagement to implement on your team.
“One of the biggest keys to combating isolation and increasing engagement is obvious but often overlooked: having close relationships at work.” – Gallup
Modern workers want more than just a pay check. They want meaningful connections, to both their work, their company culture, and the people they work with. Especially when the physical barrier of remote work gets in the way of team building, managers need to get more deliberate about ensuring that workplace connections stay strong.
Try this: Schedule recurring Monday morning team check-ins for everyone to share the highlight of their weekends. Or, consider holding an hour every week and designating a different employee to lead some kind of (virtual) experience for your team, like team trivia with tools like Kahoot. These moments of connection
“It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.” – Steve Jobs
One of the most crucial employee engagement ideas to remember regards your own behaviour. Don’t micromanage! By giving your team autonomy in their work, you let them know that you trust their skills and abilities. Nothing kills your employee engagement and motivation quicker than micromanagement. After all, modern workers want a coach to help them develop, not a boss to tell them what to do.It doesn’t make sense to hire smart people and tell them what to do; we hire smart people so they can tell us what to do.
Try this: You might have a greater tendency to micromanage remote workers because having accurate visibility becomes harder. Instead, schedule weekly touch points on both a team and individual level so employees except a discussion around their work. Rather than reaching out ad hoc to “check in” and disturb their flow.
One way for managers to boost employee engagement is by offering meaningful feedback. Employees crave feedback because ultimately it gives them the chance to grow, yet according to what employees tell their managers in our Offievibe employee surveys:
28% of employees report that feedback is not frequent enough to help them understand how to improve
While we know that employees want more feedback, we also know that they want to receive it in a respectful way, especially when it’s critical. This means brushing up on your feedback skills to ensure that your point is getting across in a way that is productive and motivating.
Here’s a quick example:
Instead of saying: I reviewed your strategy and I am disappointed in the direction.
Say this: I read your strategy and while it’s off to a good start, I would like to brainstorm together on ideas that can take it to the next level. I felt it was missing a few things and I would like to help you uncover your blindspots.
Read this: This feedback guide will equip you with all the tools you need to make feedback a regular part of your management practice, even from afar.
This employee engagement idea is one that directly relates to productivity and team performance.
Clarity around what you expect for your people is a non-negotiable if you want your team to succeed. Aside for the generic job description that tells your hires to “manage social media accounts”, for example, what are the measurable milestones and goals you expect the to reach? For example, “increase our subscriber list by 10% by the end of Q1” and “answer all messages within a 24-hour time period” are clear expectations linked to larger responsibility.
83% of employees who use Officevibe feel that they know what to do to meet their goals and objectives.
Employees crave this clarity and direction. It’s a roadmap to success and without it, employees may focus on the wrong things.
To set proper goals remotely, it takes more than a conversation. Managers need structure, a place to record goals, and a process to track progress properly.
According to our data representing the global employee voice:
47% of employees are feeling overwhelmed at work
This means nearly half of employees in the workforce are giving their managers the feedback that they are stressed, burning out or unable prioritize work life balance. This information is crucial for managers to keep an eye on. It’s an imminent sign of disengaged employees and potential turnover.
According to McKinsey, organizations that prioritize elements of the employee experience like health and safety are likely to see teams that are “four times more engaged and six times times more likely to report a positive state of well-being.”
To promote a company culture of employee wellness, lead by example. This means not reaching out after work hours to demonstrate the importance of disconnecting. This can mean authentically asking them how they’re doing during 1-on-1s. It can also come in the form of weekly employee surveys like Officevibe that allow employees to share their concerns and stress levels anonymously.
Tip: Measure stress levels on your team along with 9 crucial other elements of employee engagement. Sign up free for Officevibe!
When people can show up to work authentically and share their unique perspectives with ease, magic happens. Teams that are inclusive and safe are teams that innovate!
20% of employees who have ideas to share, do not share them with their organization. (Officevibe employee data)
There is more managers can do to encourage teams to challenge the norm and bring their respective thoughts forward. When people can speak their minds, they are more likely to connect with the work they do, ultimately leading to engagement.
Did you know that managers account for 70% of variance in employee engagement? This means that no matter how connected employees are to their job or the company culture, their manager has the greatest impact on the employee experience.
One of the best ways to figure out how they feel about your management and where you need to improve is to ask them for feedback. Everything from how they feel about the frequency of recognition they get from you, to whether they trust your leadership.
The most precious treasure a leader can uncover is their team’s honest feelings and needs.
Officevibe allows employees to share anonymous feedback directly with their manager.
Most importantly, when you get feedback from employees, thank them for it and be clear about how you plan to take action on their pains and suggestions.
Tip: Let them know why you are doing this, and that it’s safe to share their opinion in this survey. You can share the results with your team once they come in, and start working together on engagement initiatives.
No matter how busy things get, don’t let this important element of employee engagement get sidelined. According to our data,
34% of employees report that they are unhappy with how frequently they’re recognized at work.
A few words of appreciation or positive feedback is one of the simplest ways to increase engagement on your team.
Similar to pulse surveys, one-on-one meetings are a great way to take some time to discuss with your team members and understand their reality. When you are more aware of how your employees are feeling, it will be easier for you to engage your team members.
Business goals are essential, but progression goals work as a motivational factor when it comes to employee engagement. This is because progression goals are all about leveling up skills gradually and constantly. They basically help you support your team’s professional growth.
When employees don’t have progression goals, they can get caught up in a monotonous routine, with no clear ways to improve. This can easily turn into loose of interest and disengagement over time.
By implementing progression goals that are interesting, measurable, and incremental, employees can account for and own their professional development.
Simply put, getting support from their manager to become better professionals, will give your team a sense of purpose in their role and keep them engaged for the long-run.
Pro tip: make sure that progression goals are repeatable, measurable, and systematic.
Keep in mind that business goals and progression goals should go hand-in-hand. They should impact your team’s work day-to-day, and their personal growth, if they are to result in employee engagement.
How do you improve employee engagement on your team?
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