Best Practices

How Leadership Inspires Employee Engagement

Discretionary Effort

In today’s workforce, the problem that many employers face is the expectation of instantaneous results when it comes to Employee Engagement. While there are a number of things managers can do to increase employee retention. Authentic and good leadership, like employee engagement, takes time. It’s not about paying a ridiculous amount of money to pay for a consultant, or having a few events per year to take photos with employees that really change, “I like my job” to  “I love my job.”

Employee Engagement and all the benefits that come from it stem from genuine, authentic leadership, and getting to know your employees. While there are short-term benefits that can arise from the classic kind of motivating procedures that some businesses employ, or from the ham-fisted approach of harsh critiques, segregating information, and harsh management styles, it’s been proven time and again that inspiring and motivating your team of employees to give discretionary effort is much more lucrative both to your bottom line and your overall corporate culture.

If your company doesn’t already get discretionary effort from its employees; if there is a high turnover rate, closed communication (usually indicative of employees only saying good things and having no real ideas for change), and management isn’t giving out the appropriate responsibilities to employees, this is usually a sign of a company that is not actively involved with Employee Engagement.

Employee Engagement and Effort

Leadership is key to instilling all the right kinds of mannerisms and habits that take place within a company. Specifically, authentic leadership is extremely important to set up the kind of environment you want to cultivate to tap into Employment Engagement. Beyond focusing on your leadership, empowering your workforce to take responsibility and making them feel valued would be next. While some business owners may be afraid of giving up agency to employees that are new or inexperienced, management should realize that they hire employees for the experience or knowledge in their particular fields. Mistakes are meant to happen and to be learned from. The more mistakes your employee makes, so long as they are not constantly the same, means that learning is happening. Your employee is evolving and settling into your business.

It takes time for people to get accustomed to a particular position, to learn just how much freedom they have in their position, and how their expertise can apply to their particular role, what’s required of them, and your business’ field. One of the best things to be done for employees who are learning and achieving good results is recognizing their work. Recognition programs like Applauz give companies a chance to effortlessly reward employees at a fraction of the cost of simply giving cash bonuses.

As tangible gifts are also more valuable and effective than cash rewards, it’s a good start to laying down the foundations of an impressive company culture. Once you’ve got the foundations of your engagement plan laid out and starting to take effect, it will take even more time for your efforts to be rewarded. The ROI on your investment, however, is exponential, and your returns can double your profit margin.