Are you still approaching employee engagement from the standpoint of giving employees everything you think they need? Employee engagement, like so many areas of human resources and workforce management, has evolved.
Today’s best HR directors know that true employee engagement occurs when employees are willing to meet their leaders halfway. They are working as a team. They are communicating. Employees feel valued and appreciated. And leaders get the best performance from their workforce.
ACE Workforce Technologies identifies at least nine different tenets contributing to improved employee engagement:
- Motivation Communication Recognition
- Work-Life balance Autonomy Happiness
- Clear goals
- Well-defined, manageable workload Reduced stress
We outline those trends below. You can download the free webinar to dive deeper into employee engagement tools you can use to improve productivity, recruiting, and retention in your organization.
1. Learn how to capture their hearts and you’ll engage the souls of employees.
Only 40% of employees believe their organization fosters happiness. Employees may love what they do, but they don’t believe their organization loves them back or cares about their well-being. Find out what motivates your employees and deliver it.
Some employees may be motivated by money, but for others, intrinsic rewards work best to show appreciation. “If you give me praise at work, you couldn’t have done anything better than that for me,” says Swanson in the webinar. “I’m happy when my leaders are happy with me, because they’re going to trust me. And that builds value for me within the organization.”
2. Foster open communication.
Corporate leaders who are transparent with their employees earn their trust, which increases motivation and happiness at work. Many technology tools exist today to help foster communication amongst leaders and their employees, within teams, and even across departmental silos.
From digital communication tools to programs that gamify rewards, the more channels leaders open for communication, the better employees feel about their roles.
3. Create partnerships between employers and employees.
The Leader-Member Exchange system focuses on a two-way relationship between employers and employees or managers and workers. Face-to-face communications and group events are just as important as technology-based interactions. Employees desire to have a good working relationship with managers; they want to feel as if they matter. “We build genuine relationships with our team,” Swanson says. “And if we don’t do that, studies show they’re not happy.”
4. Encourage learning.
Have you ever had a leader who was afraid to teach you what they knew because they were afraid you’d surpass their abilities? An organization that encourages learning is an organization that has built a solid foundation for growth.
Adopting a cloud-based Learning Management System is just one way to build a culture of education. You can also encourage mentorship and lead by example, taking newer employees under your wing so they don’t have to learn everything from scratch. “The person you shared your knowledge with is going to be so thankful, so indebted to you, they’re not leaving,” Swanson says.
5. Offer your employees autonomy and freedom to act.
Once you’ve given your team members the appropriate guidance, set them free. If they see gaps in knowledge or opportunities to improve processes and procedures, let them fill those gaps or take action to make improvements. “If you do this, you’ll be amazed at the creativity that comes out of your employees,” Swanson says.
By creating a culture of trust and autonomy, you are permitting employees to focus on their strengths, reducing stress, and encouraging happiness.
Top organizations are following these five employee engagement trends to create employees who feel valued and, in turn, express loyalty to the organization and enhanced motivation and productivity at work.