Best Practices

How Management Affects Employee Engagement

Manager Engaging Employees

When it comes to Employee Engagement, it’s been mentioned here before that it is a top-down initiative championed by every level of management and carried forth by your employees. Implementing Employee Engagement initiatives at your workplace, however, is not something that is automatically done and followed through on.

Participating in two-way work discussions with your employees allows for relevant and valuable suggestions, opinions, and feedback to trickle to the surface of your conversations in an organic and engaging way. Giving your people a sense of the “human-ness” behind the activity, while also making them feel like important members of your team.

Keeping this in mind, here is a list of things that some of the greatest managers and leaders do to keep  their employees engaged and highly motivated at work:

Create an Atmosphere Where People Are Free to Give Their Opinions and Thoughts

Listening to your employees, contrary to popular belief, is more than simply hearing the words flowing out of the mouths of the people who happen to work for you. It’s about listening attentively, or “actively” and affirming what you hear while thoughtfully considering what is being said, why it’s being said and how much of an impact the issue has on the person (Read: employee) in question.

Speaking with staff will allow the management team to get a true perspective of what’s happening on the “ground floor” of the business, so to speak. This means you’ll hear about customer complaints, how things are handled, and if the issue in question needs active immediate attention or not.

  • Allow employees to take part in ideation sessions that involve the organizations’ evolution and future direction. If any issues arise, the ideas brought about in this kind of meeting, especially involving those directly influenced by the issue, will result in some of the best ideas to solve it. You can even assign people who have suggested the idea to take part in overseeing it and reporting back to you on how things progress until it is 100% resolved
  • Employee ideation sessions should be followed-up on in a timely manner, perhaps in the format of a monthly meeting, or maybe you can conduct more personal one-on-one sessions with the individuals on your staff -whatever works best for you and your team. The point with this exercise is to have people who care about your business feel like they have a forum, an outlet if you will, where they feel unhurried and feel permitted to openly discuss issues that are relevant to them and their working day, as well as any ideas they may have on how to improve, optimize, or better your business
  • Opt to use internal communication channels such as your company intranet or wiki, Office Slack channel or any systematized process for ideas and issue submissions and remember to follow up with questions, comments, and concerns in a timely and personal fashion for the greatest impact

Connect With Your Employees

Managers who are safely ensconced within their ivory tower effectively separate themselves from their front line employees. Senior management needs to create bonds with their employees for a number of reasons, one of the main ones is to remind your employees that you were once in their position and you worked your way up. Keeping an ear open to your people will also better influence your decision-making skills. Below are some quick ideas on how to connect with your employees.

  • Manager of Employee EngagementTake the time to review your employee answers on pulse surveys and polls your business puts out. Both the numerical results, to see how many people are engaging with you, and the comments, as much of the time employees will input valuable insights into their answers
  • Engage with your employees at every convenience, while ensuring you don’t disrupt workflow. Let them see you and speak with you to create a closer bond with them. This will keep their morale up, and show them you are appreciative of their work
  • Organize social events for your employees, be they happy-hour-get-togethers, business lunches, or any kind of social event away from work. Being away from the work environment will allow employees to open up, especially if you do so genuinely, and ask questions of them and ensure they know they can always be open and honest with you. Remember, criticism is never bad, and can always be learned from

Your Organisational Vision and Goals Need To Be Crystal Clear

If your employees are 100% clear on the direction of their company, their roles within the company, and what they need to accomplish. This will enable them to make their day-to-day decisions at work without the constant need for clarification. Employees that know what the overall goals of the company are and their role in how to achieve them while working with other departments will be able to adapt and work in tandem with everyone else. Keep reading for some valuable tips on how to do this.

  • Your vision and business goals need to be made as simple as possible. If your goals are convoluted, if they can’t fit into one or two sentences per goal, then you need to rethink them or reword them. If they aren’t 100% clear to everyone, passing them along to employees will be extremely difficult
  • Involve your employees in the creation of your goals. Your employees will have a better understanding of what you’re trying to achieve, and they will be much more motivated if they feel they had a hand in helping the goals become established
  • Communication between managers and employees must be done regularly. You will be able to keep up-to-date on how goals are being achieved if there are any issues that need to be addressed, and if there are any, you can fix them as soon as you hear about them