In this week’s blog, we’re all about effective employee engagement and sharing some tactics for connecting with individuals who are more difficult to reach.
David Macleod, Co-author of the Macleod Report on Employee Engagement, describes employee engagement as ‘how we create the conditions in which employees offer more of their capability and potential’. And, renowned author and motivational speaker, Simon Sinek, claims that ‘customers will never love your company until your employees love it first’.
Employees who are engaged and respect the company they work for – better yet, are committed to its values, goals and ethos – are typically those who contribute most to its future success and growth. And, they are loyal, meaning they’ll be much more likely to engage with the company and those running it, helping to share ideas for future growth and potential, and encouraging other employees to buy into its vision.
Conversely, disengaged staff are likely to be unmotivated, have a negative attitude towards the company and to staff, and will turn up only eager to do the bare minimum. These types of employees can have an enormous impact in the workplace, building resentment and mistrust amongst colleagues, as well as higher levels of absenteeism and staff turnover.
Employee engagement has been shown to have a direct impact on productivity and profitability, however the phrase ‘people leave bad managers, not bad companies’ rings true for leaders and managers who have struggled to engage with those who are difficult to reach.
There are many powerful ways to improve efforts, and the responsibility for implementing effective employee engagement often falls within the responsibility of managers and team leaders. They have the task of ensuring that the right people are on the right bus, and more importantly, that they are in the right seat.
Great managers will actively prioritise engagement methods, and are committed to nurturing, supporting and developing their teams. But what methods can they adopt in their workplace to make sure they get the very best from teams?
Tip #1 | Communication
To ensure that the right people are in the right roles, it’s important for managers to clearly communicate to their teams what is expected of them – and what 100% in their role looks like. Consider what 100% needs to be, what the possible repercussions might be if they don’t reach it, as well as what they think their reward should be if they do.
Tip #2 | Resources & Training
A great team will be one where they feel valued and nurtured to develop their own skillset and which benefits the wider workplace. For some employees, having the opportunity to access training and resources can directly show them that the organisation values them, their abilities, and believes in their potential.
Tip #3 | Reward, Recognition & Benefits
There are a comprehensive range of employee benefits available focused not only on attracting fresh blood, but in retaining existing staff, as well as a competitive edge. Not all organisations have the capacity to increase pay and so look to other ways to appropriately recognise and reward their teams. This can come in the form of healthcare support – such as Health Cash Plans such as ours where employees can claim back 100% of costs spent on a variety of areas such as dental and optical, through to physiotherapy, professional therapies, mental health services and much more. Or, it could take the form of financial rewards, such as platforms where they can access exclusive discounts on every day purchases such as cinema tickets, car insurance, gym memberships and more.
To find out how Health Cash Plans can keep employees healthy, engaged and therefore, more productive and profitable, get in touch with our dedicated Corporate Account Managers on 01902 371000.
Check out part 2 now: here