5 tactics for enhancing employee engagement

Try these approaches to help staffers embrace your company mission and recognize their respective and common contributions toward realizing it.

5 engagement strategies

Employee engagement is crucial for business success.

Unfortunately, there’s no one-size-fits-all approach to establish and sustain high levels of employee engagement, so it’s important to tailor your approach based on your culture, company size and goals.

Try these five engagement strategies for 2020:

1. Give your employees a roadmap for success.

Most people want to know where their lives and their careers are headed. Younger employees are especially eager to know whether they have a future within your organization or ought to plan a career trajectory that involves a few employer changes.

To facilitate engagement, affirm that employees have a future with your business, as well as chances to develop skills and gain responsibility. Try holding regular career discussions with your employees, asking them where they see themselves in the years to come, and suggesting ways they can position themselves for advancement.

2. Always acknowledge and praise good work.

People like to have their efforts and accomplishments recognized—especially by higher-ups.

Statistics consistently show that most employees worry that their efforts go unnoticed. In such cases, they quickly lose motivation to do anything but the bare minimum. Some end up merely biding their time until a new opportunity arises.

To foster engagement, provide recognition whenever it’s warranted.

3. Keep open lines of communication and an open-door policy.

Ensuring consistent, two-way communication between managers and employees is vital.

All leaders should be proactive in sharing news and updates with team members. Make sure your employees have a good sense of where the company is headed, how things are going and what big projects are coming down the pipeline. Dispensing such information on a need-to-know basis only can cause your team members to feel you don’t trust or value them.

Also, have channels in place for employees to present questions, concerns or suggestions, without fear of retaliation. It’s important to have an open-door policy, but make sure employees know that leaders and managers will hear and treat their comments and feedback with due seriousness.

For your culture to thrive, you must provide consistent two-way communication.

4. Give team members a sense of purpose, and instill pride in their work.

Don’t assume that your team members are content to simply show up each day, do some grunt work and collect a paycheck.

This may be true of some employees, but many—especially younger staff—want to do work that makes a difference. Make sure your employees know your organization’s mission and feel they’re helping to further it.

5. Be fair with everyone.

It’s essential that employees feel they are judged on the effort they put in and not on factors outside their control.

Also, it’s important that leaders and managers hold themselves to the same standard as their employees (if not a higher one).

Be sure your team members consistently feel they’re getting a fair shake, that so long as they work and behave to a specified standard, they will be rewarded in kind.

A version of this post first ran on Dr. Rick Goodman’s blog. You can follow him on Twitter.

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