ENGAGEMENT AND PRODUCTIVITY
Table of Contents
Finding and hiring the right employee for a job can be a challenge, but your work doesn’t stop once you have them on your team. To create a world-class team, managers need to work with their employees and build trusting relationships to keep them engaged. But what is employee engagement, why does it matter, and how can you as a manager play a part in all this?
What is employee engagement anyway? At its core, employee engagement is simply the relationship between an employee and the organization they work for. Simple, right? But if you take it a layer deeper, engagement is fueled by fit and satisfaction with one’s job, manager, company culture, and coworkers. Why does that matter? Engaged employees are more likely to put in the discretionary effort that makes your company more productive and delivers results.
Try it out! Take a look at some statistics to get an idea. Use the sliders below to guess employee engagement’s impact. Press Submit to see the actual percentages.
If you think those numbers are low, you’re right! Many companies struggle with disengaged employees which, according to various studies, results in $483 to $605 billion dollars lost in productivity for US companies every year. Use this engagement calculator to check how much of an impact disengagement could make on your organization.
Measure what matters
Having engaged employees sounds wonderful, but where should we start to get there? As with any aspect of talent optimization, real data can analyze and pinpoint where to focus. Engagement data should be collected directly from your employees to understand the four areas of potential misalignment. Take a look at some example questions you could be asking below:
How can I collect people data?
- employee feedback software
- employee engagement surveys
- 1:1 meetings
- exit Interviews
- behavioral assessments
Always remember that this step is essential. Without real data, you can’t address the real problems. Get started with a survey tool that will help you quickly gather results and take action. Looking for some inspiration? Click here to access 23 questions to use on your engagement survey. Surveying engagement is not only important when a company is doing well, check out the video below to see how important measuring engagement can be in times of crisis:
This course can’t predict the results you’ll find for your company, but we will go over three common examples:
Let’s say you run an employee engagement survey and one of the results is:
What can I do as a manager?
- Use 1:1s to not only give but ask for feedback from your employee
- Understand the needs of your employees and discuss how you can help
- Set clear expectations and time to review performance
- Work on being self-aware
It sounds like there might be a concern with open communication with a lower score like this. Employees not only want their voices to be heard but also want clear expectations around the work they are being assigned. When an employee feels that they can provide their opinions and that they matter, they will be more likely to contribute or go the extra mile.
Try it out! Test your communication skills below.
Align goals to your business strategy
Perhaps your communication is fine but an employee still feels complacent at work. If you receive low survey scores for a statement like “I am excited to come in to work everyday” or “I believe my work makes an impact for the organization”, then your next action is to start aligning goals to the main business strategy that your company has defined. Employees who can clearly see how their goals connect to the company at large will feel that they are making more of an impact. You can do this by tying their responsibilities into your organization’s mission and value.
Tailor your management strategy
Last but not least, you know when you buy something that says one size fits all, and it never fits just right? That can also be applied to management styles. Not every employee can be managed the same way. Instead, we should design a management strategy for each employee. Consider strategies around how they interact in the workplace, take action, and deal with risk in order to determine the best way for them to be managed. Then sit down and create an action plan based on the four steps to the right.