Having a dynamic workplace is of key importance for any organization and one of the main components that make this happen is keeping employees constantly engaged. This is a key thriving factor in a highly competitive global environment.
When employees show high levels of commitment and motivation to their work, achieve performance, and focus on the goals of the organization, all of these lead to a successful employee engagement.
Employee engagement entails establishing a connection between members of an organization whereby they can freely have collaborative discussions about their work roles and performances as they connect from a face-to-face and professional perspective. From a more specific perspective, let’s see employee engagement as employees portraying involvement, satisfaction, and enthusiasm regarding their work.
However, many organizations still face some challenges towards having an effective employee engagement system which is very critical for the success of any business. According to Sarah Colley, there are four top challenges which employers face in driving engagement with employees. They include; Communication, Trust, No room for Growth and Lack of Feedback.
Communication is key
This is one of the main challenges of employee engagement which at times, can cost an organization time and money. Employees would always communicate numerous issues to their line managers. But at times, those issues may not get to their attention due to the lack of a standardized process of exchanging output and input between them. Consequently, there might even be the tendency for one party to misinterpret the message in the process of trying to circulate the issues to other employees.
For this reason, employers have learned to make sure that information to be communicated to employees are very clear, consistent, concise and are well received. Given that we are in an era of digitalization where employees and employers now rely on virtual technology in order to communicate, channels of communication need to be made accessible for everyone and on any device used to communicate.
Trust is a decisive factor
Without missing words, this can cause employees to be disengaged especially when it is perceived as a one way and not a two-way street. All professional interactions are built on trust and can lead to low or no existence of employee engagement. Sarah Colley as stated from ‘Great Place to Work’ found that 87% of employees who work in organizations where trust is key are less likely to leave.
The Chartered Institute of Personnel and Development (CIPD), in a 2012 survey revealed the importance of trust in an organization. It established that trust between employees and senior managers was more likely to be weak (29%) than strong (34%). When employers count on all employees as partners, trust is established and gained by incorporating new hires, part-time employees or juniors thus, making them feel like they’re part of the team.
Employees appreciate if you let them grow
No one ever feels comfortable in their current situation as they always desire more. Opportunities for growth is very vital for employee engagement and when employees realize this is not happening, they turn to be discouraged about the way forward for their careers which could at times, lead to high turn-overs.
Line Managers need to pay prime attention to the career growth and evolvement of each employee.
Which aspects of their jobs make them passionate?
Where will they need extra support?
What additional skills would they like to improve on?
And what else do they require in order to be more effective and efficient in their jobs?
By taking these critiques, employees will have an ideal perception of the workplace with its focus on nurturing their personal development.
You only know your product is great if your customers tell you so
Giving Feedback to employees plays a significant role in employee engagement. In order for employees to be kept engaged, an employer has to know what the needs and wants of their employees are, alongside giving constructive feedback on their job performances (be it good or bad).
They should also help identify gaps for improvements. Employees could get actively disengaged when they receive little or no feedback at all from their line managers. For constant feedback to be active within the work milieu, employees must be provided with a platform where they can give feedback that is sincere without any fear but rather focus on taking positive actions for the way forward.
It is worth leveraging employee engagement, not as a goal desired but rather as a component for ensuring working lives and the performance of organizations are improved (Purcell). The CIPD emphasizes that engagement should not be perceived as a strategy to drive employees to perform their jobs harder but more about ameliorating the working conditions of employees in order to attain high levels of efficiency and effectiveness.EN FR