By Roz Bahrami
A year has passed since the shocking Gallup Research “State of the Global Workforce” report that showed only 13 percent of employees around the world are actually engaged in their work.
This report hit most human resources departments like a hammer, but the follow-up question begged: “What can be done about low employee engagement?
It’s an acknowledged premise for success in any organization that engaged employees contribute far more than than those who are disinterested and distanced from their tasks. Everyone covets the workers who will happily go the extra mile for the cause, put real passion into their work, and be profoundly connected and loyal to their corporation.
The problem of engagement is not easily solved because the source of disengagement isn’t necessarily linked to the workplace itself. Employees don’t remove their personal problems with their coats when they start their shift. Working through personal problems and trauma at home still weighs heavy as they try to focus on the work at hand.
Acknowledging that issue is one part but, there is still a reality that it may actually be the workplace environment itself that isn’t working to engage its employees. Many HR departments want to put programs in place to increase engagement, but the issue inevitably is the means to measure their success.
Despite these challenges, real change can occur.
How to Foster Employee Engagement
Focus first on establishing an atmosphere of engagement right from top managers, stressing the importance of empowerment and respect for employee ideas.
One of the biggest factors that can contribute to engaging employees is communication. Employees want to know more information and have greater context on how their performance ties in with the company’s overall goals as a whole. They want to know that the job they are doing actually has an impact. Also, few people in your organization are more aware of the shortcomings of corporate procedures than those who must follow them. Give them a chance to speak regularly and contribute to positive change.
Pay attention to hiring to find managers who focus heavily on mentoring and coaching as opposed to dictating. All of the Gallup research comes back to the reality that corporate engagement begins and ends with effective management.
Work with your team of managers to build engagement opportunities and implement follow-up strategies so employees can see that their contributions and ideas are being treated with respect.
Weekly meetings, strategic brain-storming sessions, and spontaneous one-on-one meetings keep managers closer to their staff and also keeps employees engaged.
Let us know what you to to foster employee engagement or other great ideas you think we missed.
Author Bio: Roz Bahrami is a blogger for https://SkyPrep.com, an online training software for companies to train employees and measure results. Roz is a regular contributor to blog posts related to corporate training, L&D and HR technology. Visit her personal blog at trainingconnoisseur.com.
Featured image via Flickr CC: Kevin Dooley
