It is often said that employees are the most valuable assets an organisation has. It’s their abilities, experience and knowledge that help a company achieve its goals. Therefore, it is important that organisations place an emphasis on employee engagement to build a better workplace culture. This can, in turn, reduce staff turnover, increase productivity, build better client relationships, and even impact company profits.
However, it can be difficult to know where to start when looking at an employee engagement strategy, that’s why we listed three areas you can focus on to make your journey easier.
Allow employee’s greater autonomy
Autonomy is critical when fostering employee motivation. A culture of freedom and responsibility not only allows employees to pursue ideas they find enjoyable, it also allows them to strive to keep innovating as the organisation grows.
Allowing for greater autonomy can help boost employees’ sense of confidence. People tend to avoid work tasks they lack the confidence to complete; therefore, confidence is vital to encourage employees to initiate tasks that are more enjoyable.
To enhance employees’ confidence, consider a mentorship program. For example, Google managers receive just-in-time emails the Sunday before a new employee starts, which remind them to match new employees with a peer buddy and build their social network. This found that managers withing Google who followed the onboarding checklist had team members become fully effective 25% faster than those whose manager did not follow it.
Connect your mission statement with employee values
Employees are more likely to feel as though they fit in at a company that stands for social change. If your organisation’s mission is to become the industry leader and nothing more, then it will be difficult for employees’ aspirations and values to fit in. Whereas, if your organisation’s mission is to have some societal impact then it’s easier for employees to align their aspirations and values with the organisation’s mission.
A great way to do this is to show how an employee’s work connects with the organisation’s purpose. Employees must see a connection between their day-to-day work and the organisation’s greater purpose. For example, an insurance agent might reframe their work as getting people back on track after an accident rather than simply processing paperwork.
For new hires, consider restructuring job descriptions to connect directly to the organisation’s mission. This will also ensure you hire candidates that align with your company culture and values.
Reward employees with time-off – not just money.
Considering the amount of time the average person spends working, it can be incredibly rewarding for employees to be granted extra time-off (in addition of a bonus structure) for a job well done.
The need to reward employees with time is especially important since the pandemic increased the average length of the workday (an increase of 48 minutes per day according to one study).
One way to reward employees with time involves giving them extra mandatory time off. For example, you may decide to give employees an extra week off during a quieter time-period. Rewarding employees with time is an incredibly effective way to increase employee engagement.
You can also implement tools that discourage after-hours work emails. Employees often report that their email inbox can take up a lot of their personal time, so using a tool that allows people to pause the inflow of email notifications after hours can encourage employees to have more down time.
Are you looking for a HR solution that not only improves your performance management but also increases your employee engagement? If so, book a free demo of the Our Tandem platform and one of our performance management experts will answer any questions you may have on your HR strategy.