Employee Engagement Is A Long-Term Business: Four Strategies That You Can Start Using Now

Posted By: Margaret Stockley | Published on : April 2nd, 2019

Low employee engagement is a constant drip that leads to dissatisfaction, reduced morale, and high turnover that ultimately impacts the bottom line. Engagement can shape how employees interact with their peers, influence their home and social environment, and affect their motivation to achieve organizational and personal goals. This ultimately extends to how positively they view both their working life and themselves with the effect of either lifting them up to achieve more or having the opposite effect and deflating them.

Research from Harvard has shown that when employees feel happy, are intrinsically motivated by the work itself, and have positive perceptions of their colleagues and the organization, they are more creative and productive. In one large on-going 15-year study that looked at over 12,000 daily surveys, the researchers found that:

  • Steps forward occurred on 76% of people’s best-mood days. By contrast, setbacks occurred on only 13% of those days.
  • Events on worst-mood days were nearly the mirror image of those on best-mood days. Setbacks predominated, occurring on 67% of those days; progress occurred on only 25% of them.

What strategies can managers do today to begin to ensure that employees are motivated, committed, and happy?

  1. Establish a positive culture. Engage with employees and develop a positive approach to problem-solving and teamwork.
  2. Create an openly supportive, non-judgmental environment.
  3. Seek out daily success and good news to highlight. Consider what will have the most positive impact on employees’ lives and progress at work. If you don’t know what employees want or need…Ask
  4. Become the Go-To Resource for employees. Know the subtle difference between checking in on team members in order to pass along useful insights that promote progress and positivity versus micro-managing by always checking up on employees.

Engagement doesn’t just happen. To engage employees long-term is difficult to achieve if you don’t have a well-defined organizational culture. It requires intentional effort to facilitate connection and collaboration in order to drive commitment and purpose. The progress that’s made will reap rewards through improved retention, a happier workforce, and increased productivity.

Empowering employees to participate in decision-making and providing methods to take responsibility for their personal development demonstrates that the company is truly interested in helping employees grow. This is seen not only through actively encouraging career-related training, but also by considering the whole person and addressing how to create a meaningful connection to the individual, the team, and the community.

When an employee feels that their future is secure and that the company is genuinely interested in all aspects of their growth and wellbeing, they are more likely to become involved and engaged at work.

Motivation and engagement increase due to the ongoing support for personal growth creating a win-win situation for all parties involved. Employees will love their jobs and the company will be a great place to work.

Margaret Stockley helps companies develop wellness programs that increase employee engagement and reduce health costs.

She is the author of “Transforming Workplace Wellness” and co-author of “Inner Knowledge.”

For further information on workplace wellness certification or wellness programs contact Margaret.Stockley@aspire2group.com

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