10 Smart Employee Engagement Strategies

by Marcia Zidle, Columnist & Featured Contributor

To win in the marketplace you must first win in the workplace.”

–Doug Conant

[su_dropcap style=”flat”]A[/su_dropcap]CCORDING TO THE LATEST Gallup Survey, most organizations are not winning the engagement challenge. The survey found less than one-third (31.5%) of U.S. workers were engaged in their jobs in 2014. And a majority of employees, 51%, were still “not engaged” and 17.5% were “actively disengaged.

To deal with this challenge, many organizations are increasingly assessing their managers on engagement metrics and expecting them to maintain employees’ engagement levels. Therefore, managers are giving engagement more attention than they have in the past.

In a recent webinar for TrainHR, I suggested 10 smart employee engagement strategies that need to be part of a manager’s tool box of best practices.

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1. Walk Around!
   Though an old practice that dates back decades, the idea of managing by walking around has several timeless benefits. You’ll know more about your operations. You’ll see firsthand what’s working and what isn’t. And you’ll also get a sense of which employees are engaged and which are not.
2. Don’t keep them in the dark.
   When someone is doing really well and you reinforce it with positive feedback, good performance becomes even better. People need to be seen and recognized — and not just once a year in a typically brief performance review. They need to hear what you think of their work often and with candor. When people aren’t meeting expectations, let them know that as well, so that they have a chance to improve. Don’t let your disappointments build and fester. If you talk to people regularly there’ll be no surprises.
3. Manage, but don’t micromanage.
   Most employees don’t like their managers breathing down their neck. Distinguish the difference between checking in and checking up on your employees. Also, when managing, don’t dictate every detail of how to complete a project. Remember, employees can’t grow and gain new skills if you’re telling them exactly what to do for every assignment. They need a sense of autonomy to feel that they’re succeeding.
4. Ask employees: “what do you think”?
   Seek employee input on key decisions and plans. Understand, as the manager, you will make the ultimate decisions. Even if you don’t follow all their advice or suggestions, the very act of soliciting their feedback will give you more information and will make them feel involved.
5. Foster leadership at every level.
   Whether it’s your CEO or an intern, every person can become better at their leadership skills. When you encourage, empower, and support each employee to make their department and position the best it can be, they’ll rise to the challenge. When people take ownership over their responsibilities, they ‘ll go above and beyond what’s expected of them and take pride in their work and the company.
6. Get the wrong people off the bus.
   When your organization is filled with high performers, you’ll see an exponential growth in productivity, customer retention, and profits. But just one “Bad Apple” employeecan drive down team effectiveness and discourages members from doing their best work. If you have staff who are not upholding your values and mission every day, it’s time to let them go. Yes, I know can be hard especially if it’s a long term employee. However, you need to focus on what’s best for your team.
7. Take an interest in their careers.
   People will be all the more committed to their work when they know you’re the kind of leader who is truly interested in their success. Look for what people are naturally good at and work with them to find ways that they can leverage their talents.
8. Flex your management approach.
   No two people are the same or work in exactly the same way. Some employees may need or desire more handholding and coaching, whereas others will want or require less. It’s important to get to know each of your employees and determine the best way to communicate with him or her. And let them know what’s the best way to communicate with you as well.
9. Help them see why their work is important.
   It’s hard to feel engaged when you’re working in a vacuum. Each of your employees needs to know how his or her individual contribution links to the achievement of the goals of the department as well as the company. If they see the bigger picture, they will understand what they do matters.
10. Finally, view employees as an investment.[/message]

Treat your team members as an investment instead of a commodity that is merely a production source. Like any asset, your employees will grow as you add more resources to support them. When you create a nurturing workplace that fosters meaning, mastery, and self-growth, your team will pay you back tenfold with their engagement and productivity.

Smart Moves Tip

Engaged, passionate employees benefit a company as much as dedicated, satisfied customers. They stay longer, work more creatively, and go the extra mile. Organizations are realizing the central importance of the direct management relationship – the attitude and actions of the immediate supervisor can create an atmosphere that enhances or discourages employee engagement. What is it in your organization?