Strategies to Drive Engagement in Your Teams
Ang Brennan is the Head of Learning and Talent Development at Insights
As businesses face challenges like hybrid work, changing expectations and a competitive talent market, employee engagement is a key focus. Gallup’s most recent research shows that, while employee engagement has improved slightly since the pandemic began, the number of actively disengaged employees remains a major concern. In 2023, only 33% of employees reported being engaged. This underscores the need for companies to adopt better strategies to create a motivated, connected workforce.
A culture that values recognition
Recognizing employee efforts and accomplishments is one of most simple yet effective ways to increase engagement. It not only improves morale, but also encourages desired behaviors. Gallup says that employees who are acknowledged by their employers are four times as likely to engage.
By consistently recognizing their employees, leaders show that this is a top priority for them and not just a side-thought. When recognition is delayed or generic, it can lose its power. Celebrate your team’s wins and recognize the contributions of individuals to a project or piece of work. Encourage your team to recognize each other’s contributions. Peer validation can feel more meaningful than leadership because it shows individuals that they are valued.
A culture of recognition benefits not only the people involved, but also the business. Employee satisfaction is higher in companies with strong recognition policies, and turnover of employees is reduced. Employees are more likely “Good Day Energy” workers when they feel valued and seen.
Career Development Opportunities
Lack of training and growth opportunities is one of the most common causes of disengagement. Career development appeals to a human need for purpose and progress. The employees want to feel that their efforts are contributing towards something greater, both for the company and themselves. It’s a sign of interest in the employees when organizations invest in their career development. This creates a mutual commitment and a more engaged and motivated workforce.
Transparency is key when it comes to the opportunities for growth available in your organization. Employees should be aware of the opportunities available, whether it’s through promotions, lateral movements, or skill-building initiatives.
As each team member has unique strengths and passions, it is important to provide personalized learning opportunities to allow employees to explore topics that are aligned with their aspirations. Leaders can encourage team members to dedicate time during their work week to their personal development and learning goals.
Improving the manager-employee relationship
Gallup emphasizes that managers can account for as much as 70% of the variance in engagement. A good manager-employee relation is the foundation for clear communication, mutual respect and open expectations.
To build trust and rapport, it is important to be consistent and deliberate. Scheduled 1:1 meetings offer employees a space where they can share their updates, talk about challenges, and agree on goals. Employees can share concerns that, if left unresolved, could cause them to become disengaged from their job. Managers have the opportunity to resolve these issues. These check-ins demonstrate that the manager cares about their success, and they provide a space for immediate feedback.
There are no two employees alike. Managers must take time to learn about each employee’s preferences, work styles and motivations. Insights discovery can be used to help increase this understanding. This adaptability helps to build stronger connections, and makes employees feel respected and seen.
It is a journey that takes time and requires constant effort. Organizations can foster a vibrant workplace by providing employees with a sense purpose, creating recognition, and fostering a culture of development. Engagement is not only beneficial to employees, but it also drives organizational resilience and success.
The original version of this article Strategies to Drive Engagement in Your Teams appeared first on HR news.
