ownership over opportunities and challenges. This will ensure that they are fully committed to the success of the organization.
- Post the mission, values and organizational objectives so they are visible to all employees.
- Refer to these when setting goals and communicating decisions so employees understand how they influence the day-to-day operations of the organization.
- Keep the employees informed of new opportunities, challenges and seek their ideas.
Be honest — Employees value honesty and trust.
- Be honest about your expectations and your objectives, and keep your word. Employees will feel respected and will commit to you and the organization.
- Communicate regularly your expectations and objectives for the team and for individual employees.
- Be aware of how your statements can be perceived.
Give regular feedback — Employees want to hear about their performance.
- Rather than wait for the quarterly or annual performance review to make comments on an employee’s performance, make a point of giving feedback as situations arise.
- Provide feedback in face-to-face meetings and deliver it in a constructive manner.
- Encourage the employees to engage in discussion and to ask questions about their performance.
- Review skills required and be proactive in helping employees gain those skills (where appropriate).
Recognize good work — Employees want to be acknowledged.
- Recognize new ideas, creativity, excellent customer service, teamwork, etc., by providing individual or public acknowledgement, depending on the employee and his or her preferences.
- Recognize small employee efforts as well as big ones.
- Send a note to the entire team about an employee’s or a team’s contributions.
- Encourage other employees to share the unique contributions of their colleaguesby asking them to submit their name for a monthly prize draw.
- Celebrate successes and milestones with the entire team.
Employee Engagement and Retention – Ask employees how they would like to be recognized, and follow through on their ideas where possible.
Offer competitive salaries and benefits — Employees want to feel fairly compensated for the effort provided.
- Competitive salaries and benefits are key components of employee retention programs.
- Appropriate compensation will reduce the temptation to go to other organizations.
- Provide information sessions or FAQs about the employee benefit plan.
- Be transparent about salary scales and inform employees of what needs to be accomplished to move within the scale.
Plan for growth — Employees want to know what the organization can offer them in terms of career growth, training opportunities or general development.
- Ask what employees’ personal goals are and develop with them a plan to achieve their objectives.
- Follow up on and update the plan regularly.
- Align with Skills Profiles where applicable.
Value Work-Life Balance — Employees want their life to be more than work.
- Be flexible and understanding of family or personal commitments.
- Comply with relevant employment legislation and standards.
- Be highly supportive of employees during critical life events such as personal health and family emergencies; accommodate employees’ work-life balance needs when possible.
- How Engaged Employees are like L’Oreal (herdwise.wordpress.com)
- 2 Secrets to Keeping Your Employees Engaged (businessinsider.com)
- How to engage employees in the workplace [infographic] (holykaw.alltop.com)
- Employee Engagement Steps to Drive Results (lawsonhealthcare.wordpress.com)
- Employee Engagement Taskforce [Leslie Allan] (ecademy.com)
- Employee Engagement – what employers can learn from video game makers (leaderchat.org)
- Don’t let the paper work get in the way of a good conversation: making Performance Management work (liw3.wordpress.com)
- How Engaged Are Your Employees? (jamiemurphy23.wordpress.com)
- Employee Engagement Key to Economic Recovery (bestcompaniesaz.wordpress.com)
- Employee Engagement Vs. Employee Satisfaction (abhishekmittal.com)