The turnover and worker productivity are linked to the commitment they feel to the company, which must be promoted from the areas of Human Resource activities, but above all, from the board of companies.
Working 40 hours a week, if not more, means for an employee to spend as much time with their coworkers as with their family. It is inevitable that a link between worker and company develops, ideally it should be based on interest and engagement to achieve common goals.
For contemporary companies, it is a priority to have competitive and motivated collaborators who contribute to achieving the organization’s objectives, which is not an easy task. It is proven that a motivated employee is much more productive, attends his job happier, makes better use of time, as well as the resources assigned to him, and invests all the effort to achieve the goals and objectives of his job.
It is common to find that for many organizations the motivation of their employees is focused on the economic part and, therefore, the strategies to motivate their employees to refer to the increase in wages, benefits, economic incentives, or extra payments.
However, it is important to recognize people who are looking for other types of satisfiers to ensure the efficiency and effectiveness of employees, improve the work environment, increase the engagement and loyalty of their employees.
What is Employee Engagement?
Engagement is the level of commitment or involvement that is created in terms of employee relations.
It is detected with factors such as that the employee does not speak ill of his company, but rather, on the contrary, he also feels comfortable with his work, and with his team of colleagues, he feels committed to the company and the project in which he works. He does not mind doing unpaid overtime, even in his spare time, he can dedicate himself to finding solutions to something related to the company.
He is not a workaholic since they are not comfortable when they are not working and in their free time, they feel bad for not continuing with their work. This causes them to be in a state of constant restlessness and anxiety. In the case of “engaged” employees, they have a full, happy life, both personally and professionally.
They do the job better than what is required of them, thus contributing to the good state of the organization, the way of working, and the whole environment at work. In this way, they spread the “engagement” to the rest of the team and make it collective.
In most cases, they have good physical and psychological health, which gives them the energy to use in their work, and they also have low levels of work stress. They must use their own resources to achieve certain goals, as well as being spontaneous in solving problems.
For this, you can use simple motivational techniques. Here are some Employee Engagement Ideas that can help you:
Employee Engagement Ideas
1. Each person in his place
Ensure that each employee performs the position that best suits their professional skills and competencies. It has been proven that a person who is not trained to carry out the activities of a certain position will soon lose motivation. This may be because she feels bored because she is overqualified and her abilities exceed what is asked of her, or due to insecurity and stress due to the lack of preparation to fulfil the requirements of the position.
2. Take them into account
That is, periodically gather your staff so that you can jointly establish the goals and objectives that you are expected to achieve. It is very important that people are taken into account in this process since participating actively generates greater commitment, motivation, and effort.
Likewise, each employee must have personal and team goals that encourage them to excel and collaborate even more for the common good.
3. Recognize Them
Provides constant feedback and acknowledges work that is well done or when set goals are achieved. Remember that this recognition costs nothing and can mean a lot since it makes the employee feel that his efforts are worth it.
This will make him feel important to the workgroup and the organization, which will help him continue working to help the company succeed.
4. Tell them what you expect from them
Plan ahead by letting your collaborators know the expectations you have of their work for a period. In times of crisis, incentivizing workers with long-term plans within the company has become one of the main motivations. This is stimulating for people as it satisfies their need for security and stability.
For this reason, knowing that the company has them in the future and that they can also climb positions within the organization chart serves as an incentive to put all their effort. This is one of the most direct ways to recognize your work.
5. Implement flexible policies Flexible work
Flexible working has been shown to contribute to higher productivity, by reducing costs due to absenteeism, rotation, or neglect. It also generates happy and committed collaborators.
It helps a lot to personally know your employees and their individual situation. This approach will allow you to have valuable information to motivate your work team, giving them flexibility where they appreciate it most and adapting it to their personal needs, whether it is their work hours, rest days, activities, reduced hours, etc. It’s important for you to be creative in finding the policies that work best for your team.
6. Take care of your workplace
Look for continuous improvement in the physical facilities of the workplace. Basically it means that your employees feel comfortable doing their job. At this point, you should consider the adequate and necessary materials, equipment, and tools to carry out their functions, from a pen, rubber, calculator, a personal computer, production machinery, to the proper functioning of air conditioning, lighting, or the toilets.
For this reason, the motivation of personnel within organizations is something much more complex that requires creativity, innovation, and willingness to make the organizational changes that are necessary to achieve it.
7. Remember the name of the workers
Employees surely know the structure of the business organization chart; showing them that all areas have equal recognition that makes people feel they are important. In fact, employees often complain that their managers don’t remember their names. Furthermore, if the idea of a company is that its members become a kind of second family, it would be inconsistent to forget the name of a relative.
8. Communication beyond work
Taking time to talk to workers will help you get to know them beyond the professional arena. It is very important to develop a connection with the teams since empathy is transferred to the professional, which fosters effective and productive communication.
9. Promote a culture of teaching and not punishment
Everyone makes mistakes, the important thing is to know how to handle that. Share your experience instead of making employees feel bad about doing something wrong. Recognizing that at some point, as a director or manager, you were not perfect, is not a sign of weakness but of being human.
10. Remember and set important dates
This may not seem so important, but it is. Celebrating an employee’s birthday, anniversary, or great achievement like graduation can make a difference. No matter how small or large the team is, it is important to keep a calendar with the workers’ birthdays so as not to miss any important celebration.
11. Time for everything
It contemplates carrying out activities that do not have a work purpose but are for living together. Carrying out integration dynamics can strengthen personal ties between employees, feel more integrated to the company, and see work as one more piece within a team. Additionally, this helps develop friendships at work, which increases commitment to the job.
With the ideas mentioned above which can be HR best Practices to bring employee engagement and upscale productivity of a Company. There can be many more ideas to be created to bring the best employee commitment towards their work.
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