How to Improve Employee Engagement

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Employment trends suggest poor employee engagement as one of the causes of low productivity and job satisfaction levels. The term "employee engagement" refers to the extent to which employees enjoy the work they do and how well they perform their duties and responsibilities. Lack of employee engagement can result in higher turnover, job dissatisfaction and behavior that's incongruent with the organization's philosophy and mission. Engaged employees work harder, work better with customers and are more likely to stick around, according to Gallup research.

  • Review the results of employee and manager performance appraisals. Pay close attention to constructive feedback to determine if there's a pattern within certain departments or specific occupational groups. Employee engagement has a direct impact on productivity -- employees who enjoy coming to work, developing productive relationships with co-workers and contributing to the organization's success are engaged in their employment.

  • Assess the human side of employment by establishing a human resources presence. The stigma HR carries makes it difficult for employees to feel comfortable in their interaction with human resources staff. You can reverse this perception through face-time in the workplace; Don't allow human resources staff to sequester themselves. Encourage staff to interact with employees.

  • Evaluate other points while establishing an HR presence. Pay close attention to the frequency of supervisor and manager feedback, the camaraderie among employees, workplace friendships, and whether employees have the skills and tools necessary to perform successfully.

  • Construct methods to improve employee engagement based on your review of performance appraisals, observations of employee work habits, interpersonal relationships and measurement tools such as employee opinion surveys and exit interviews. Employees who are not engaged are often those who do not receive recognition or support for their efforts. Train supervisors and managers to provide regular feedback and invest their energy in developing employees.

  • Train supervisors and managers to demonstrate concern for employees' personal lives to the extent they can without infringing on employee privacy. Positive attitudes in the workplace also foster employee engagement.

Tips & Warnings

  • Employee engagement is a subjective topic, therefore, improving employee engagement cannot be approached like more objective issues such as increasing productivity.

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