6 Best Employee Engagement Strategies

6 Best Employee Engagement Strategies

According to research, only 13 percent of employees are seriously engaged. For the last few years the relationship between employees and employers has undergone a major shift, now resembling freelancing and focusing less on the employees’ energy, time, and loyalty to the company. Senior managers are, therefore, spending a lot of time thinking about the strategies needed to attract and retain new staff. Here are some of the best strategies for employee engagement:


  1. Always think bottom up

When it comes to any company the workers are the bedrock on which the company is founded. When gauging your employees’ feelings and opinions, you need to use surveys. Once you have the results, hold a meeting and check the feedback. Just focus on the most common issues and ask your team about how issues can be resolved.


  1. Choose the right managers


The best managers know that their success relies on their employees. However, not everyone can make a great manager. Great managers will not only care about employees’ success but will also seek to understand each person’s strength and provide them with opportunities to utilize their strengths. Great managers also empower their employees, recognize their contribution and seek their opinions and ideas. A company should, therefore, treat a manager’s role as unique with specific demands that require distinct talents.


  1. Share a good practice and ideas between the teams


There is nothing as rewarding as seeing your work practices and ideas used, hence, always ensure that your workers have the chance to display and share their best work. Whether in training or meetings, peer to peer learning is one of the best ways to boost engagement and strengthen links between your employees.


  1. Define engagement roles in realistic term


If you want to bring engagement to life, you must ensure that all engagement goals are meaningful and realistic to everyday’s experiences. Describing what success is by using emotive language and using powerful descriptions will help give goals and develop commitment in team. Always ensure that the managers discuss engagement in one on one meetings, weekly meetings, and in action planning sessions.


  1. Understand individual learning style and preferences


If you understand the leaning style of your employees – whether they can work as individuals or in groups, then you will find out a lot about them and which ways they are likely to be productive. You also need to consider when someone can learn and how long they are able to engage themselves.


  1. Get feedback on your employee engagement strategy


After you’ve implemented the strategy and it’s time to take effect do not forget to get  feedback. While this step is very important it can also be intimidating. What if nothing has worked? The best approach is to confirm that and make some changes if you can.

Leaders in some of the best companies focus on employees’ engagement. They not only share the best practices but also find ways to communicate this. They use every touchpoint, opportunity and communication channel to recognize and reinforce the company’s commitment to employee engagement. Remember, the more engaged your workers are, the more productive they will be and the more revenue your business will earn.


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