In the recent HR World webinar Engaging Time: Quick and Easy Ways to Motivate Employees the participants discussed the challenges and ways to motivate a wider workforce.
We will address two questions about this topic.
Question 1: Do you believe that the primary reason for engaging employees should be for their own benefit or the good of the organization?
Chris Knight Engaged employees are key drivers for productivity, innovation and positive work culture. It can affect retention rates, communication and mental health, as well as overall profitability. It is beneficial to both the employee as well as the organization.
Karina Paschalis says that employee engagement is a win-win for both employees and organisations. Employees who are engaged tend to be happier, more productive and satisfied with their jobs, leading to better outcomes for the business.
Employees will be disengaged if an organisation prioritizes engagement for its own gain.
When engagement efforts are genuinely focused on the well-being of employees, their development and satisfaction, then they will be more likely to invest in the success of the organization.
I am worried that my organisation does not have the budget to implement any of the findings from an employee survey.
Karina Passchalis: A meaningful reply to employee feedback does not always require a large budget. Financial incentives are important, but engagement is driven more by non-monetary elements such as recognition, career advancement, work-life-balance, and a positive working environment. Here are some cost-effective methods to respond to survey results.
- Better communication: Recognize survey results and explain any changes planned, no matter how small. Being heard is important to employees.
- Recognition and Appreciation: Recognizing employees’ contributions in public (e.g. shoutouts during meetings, thank-you cards personalised) can boost morale.
- Career Growth Opportunities: Mentorship, training or job shadowing can be offered to make employees feel valued.
- Flexible working hours and remote working can increase job satisfaction for free.
- Employee-Led Initiatives : Create focus groups and task forces to allow employees to contribute ideas and improvements.
It’s important to show that you take feedback seriously, even when large-scale change isn’t possible right away. Engagement can be significantly impacted by small but meaningful actions.
Chris Knight Often, the issues that need to be addressed are not financial, but more often about feeling valued, that you contribute to the team/company’s success, that your efforts are recognized, and that people listen to and value what you have to say. Simple things can go a long ways to help employees feel engaged at work. They don’t require much effort, e.g. Encourage open communication, establish clear goals, emphasize regular feedback, show your appreciation, and invest in the development of employees. There are many things you can do to encourage employee engagement, without having to spend money on rewards.
