To Improve Employee Engagement, Try Actually Engaging Your Employees

To Improve Employee Engagement, Try Actually Engaging Your Employees
From Recruiter - August 31, 2016

Have you ever stayed in the office until the wee hours of the morning to hit a deadline without receiving so much as a pat on the back the next morning? Have you ever racked up double digits in overtime hours in a single week without so much as a handshake from your boss?

Recognition matters, and a thank you for going the extra mileor even just for regular day-to-day workgoes a long way toward ensuring employee engagement and retention.

If you want your employees to stay with your company, you need to make them feel engaged. To do that, you must give them regular feedback. That may be difficult for some leaders and managers, but its well worth itespecially if done the right way.

Most people feel just as uncomfortable about giving a review as those receiving the review, says ReneeCharland, director of human resources for MBH Architects, a San Francisco-based architecture firm that gives biannual employee evaluations that last about a month and a half. By focusing on what we can improve uponthe futureand providing multiple points of reference, there is less anxiety, less avoidance of issues that need to be improved, and less cognitive bias.

By keeping in such close contact with its workers, MBH is able to address the needs of each employee on a more focused, individual level. Each employee has different needs and struggles in different areas at work. By sitting an employee down and talking to them in-depth, leaders and managers at MBH are able to determine what both the company and the employee can do to improve the workers productivity and/or address their concerns.

The lengthy review process also helps employees stay focused on their career paths and the steps they need to take to advance with the company.

Because career development isnt a linear process and is often different for each individual, having a flexible path of increasing responsibility rather than grades or levels has been successful for most [of our] employees, Charland says. Recent graduates in particular can struggle when they no longer have the structure of advancement academia provides, so accomplishing goals and gaining new experiences gives them a sense of achievement and progression.

The review process is just one part of a positive company culture approach at MBH. Other factors that contribute to the work environment include a nine-square employee progress board, withemployees becoming eligible for promotion upon reaching the ninth square; individual and group evaluations; a safe forum where all employees can comment and offer suggestions; and employee surveys focused on positivity and overall improvement.


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