The Most Common Employee Engagement Questions – JP George

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Keeping employees engaged is a problem that most businesses are struggling to address. This is because a changing workplace has made it harder to define what employees want and need to remain engaged and motivated to perform at a high level. However, by answering a few key questions, it may be possible for both large and small companies to keep employees happy in the long run.

What Does Engagement Look Like?

Engagement is something that will have to begin with a worker’s immediate supervisor. He or she will be responsible for getting employees to work as a team and to work well with other groups within the company. This person will also be responsible for setting goals and celebrating with the worker when those goals are achieved.

Celebrating success and facilitating communication between workers and other managers will help employees trust those they work with and work for within the organization. By celebrating worker achievement, the worker feels as if he or she is working for an interesting company and in a gratifying environment.

Today, workers want to feel a sense of purpose when they do their job. Otherwise, they may be more inclined to leave if they have other opportunities available to them. As the cost of training a new worker can be staggering, it is often less expensive for companies to invest in keeping the quality workers they have currently.

What Is Keeping the Company From Engaging Employees?

While top level managers may be enthusiastic about engaging with employees, the lower level leaders may not be as enthusiastic about doing so or may not think it matters. This creates a situation where immediate supervisors are not celebrating success, communicating with workers or taking other steps to keep them engaged and motivated.

In some cases, organizations believe that issues with employees should be handled by HR. Instead of recognizing it as a business issue, problems with those who are late, miss their goals or talk back to managers should be dealt through discipline instead of by through increased engagement.

What Are the Consequences of a Lack of Engagement?

Worker performance and productivity tend to flatten out when they are not engaged. A company that does not take steps to get feedback from workers or make them feel like a community or family within the organization could suffer from poor morale. A lack of motivation could lead to poor customer service or a higher rate of turnover. Therefore, it is critical that employers come up with employee recognition ideas as a regular course of business.

How Does Engagement Lead to Better Results?

If a lack of engagement leads to poor results, an increase in engagement could lead to better results for the company and for the worker. By facilitating two-way communication, managers can get a better sense of what motivates each worker. Managers who understand what their workers do well and what motivates them to reach their potential will typically have better performing individuals who are part of high performing teams. Management is also encouraged to show each worker how their jobs fit into the larger organization picture, which can keep them from feeling like a small part in a larger machine.

Knowing what your employees want and being able to give it to them can keep them interested and motivated in the long-term. When workers feel like they are working toward a common goal that will mean something to their colleagues or their communities, they are more apt to stick around. This can lower labor costs and ensure that a company benefits from the experience an employee gains while with the organization.