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3 Things Managers Can Do to Increase Employee Engagement

3 Things Managers Can Do to Increase Employee Engagement
From Recruiter - December 16, 2016

A report from Deloitte discovered that 88 percent of employees arent passionate about their work. Does that depress anyone else? As a manager, leader, mom, and friend to a lot of smart up-and-comers, I worry sometimes about how engaged they are, which parts of their disengagement might be my fault, and, of course, how I can fix it.

So, whats the next step an employer might take? Google employee satisfaction and fall into a rabbit hole of engagement solutions? For example, 76 percent of employees want opportunities for career growth, 69 percent of employees believe they would work harder if their efforts were appreciated, and 61 percent of employees say doing philanthropic work improves their overall wellness and leadsto better work outcomes. Now youre probably worrying about how you are going to create a corporate social responsibilityprogram and whether you can afford to start a rewards and recognition plan.

But before you get your brain all twisted in a knot over which incentives to implement first, use the following approaches to try to build engagement organically. Lets explore what you can do with the tools, budget, and time you already have before creating even more work for yourself:

Step 1: Assess Your Employees Work Values

Before you even think about hiring a new employee, assess the candidates personality to identify their workplace values and gain a better understanding of where you need to stand as a manager to this specific candidate.

This doesnt mean managers need to hold every employees hand or cater to every employee need. Rather, lets say apotential employee doesnt value leadership opportunity so much but loves volunteering and receiving frequent feedback. These are simple implementations for a manager if enough employees value them as well.

To do: Assess your employees and ask them to identify the top four characteristics or values they would like to see implemented in their work environment. Gather the results, review your budget, and implement the highest-value options. Not only will this give you an opportunity to understand your employees a little more, but it will also give you the chance to mold your workplace into a more comfortable place according to the results you receive (within reason).

Step 2: Assign a Mentor to New Hires

Assigning a mentor to new hires is another budget-friendly way to gain insight into what employees need from you. Mentors can help guide new employees through the different roles and departments fitting that individual best. After all, 25 percent of employees would be more satisfied with their jobs if they were assigned to do what they do best.

Perhaps your new hire starts out in one department, but after going through the training and a few months on the job, they realize they could contribute more elsewhere in the company. Having a mentor with whom to discuss these thoughts can help employees obtain placement where they see fit. A mentor can watch the employee grow, or struggle, in these departments and offer placement suggestions or tips to improve performance if they think the employee could excel in other areas with a few adjustments.

To do: Start by assigning new hiresa mentor who has been around the company for quite some time, is open to leadership opportunities, and shares similar work values with the new hire. Require monthly meetings between mentors and new employee to touch base on what has worked, address concerns from both parties, and see what adjustments can be made to achieve better results and overall job satisfaction. Doing this will give the new hire the guidance they need and the mentor the leadership role they desire.



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