BE INFLUENCED

As discussed in the July Issue, research shows that factors which will positively influence higher engagement rates among staff members include:   
 

• Engagement in open and honest communication with staff on an on-going basis
• Having clear and compelling performance goals and objectives for each individual
• Empowering employees
• Maintaining focus on career growth and development of staff
• Recognizing and rewarding high performance
• Providing a competitive compensation and employee benefits program that demonstrates a strong commitment to employee well-being
• Being sensitive to the need to maintain a balance of employees' work/home issues

1. The single most powerful factor is COMMUNICATION!  Employees who understand the organization's mission, values, goals and objectives; buy into them, and clearly understand how their role and performance ties into organizational success, will undoubtedly be more engaged.  To quote that famous orator, Yoggi Berra, "If you don't know where you are going, you will wind up somewhere else".
2. Ensure that your employees are fully trained and have everything they need to do their jobs and then step back and let them do it.  Allow for creativity and some autonomy in how they perform their jobs.  Avoiding micro-management is another key factor in engagement.  Employees who feel that everything they do is going to be second-guessed or checked-over are less likely to take complete ownership (and pride) of the end product of their efforts.
3. Get to know your staff members individually; their personal goals and aspirations as well as their unique strengths and talents.  Provide opportunities for them to fully utilize these talents; provide "projects" or other assignments that are perhaps beyond the scope of their current assignment, but might help them gain experiences that will lead to attainment of their long-term career goals.  Invest in staff training and development around employee aspirations to build a stronger team and depth of skills. 
4. Beyond a fair and competitive wage and salary program and competitive employee benefits program, employees deserve and respond quite favorably to positive reinforcement of high performance.  A public "pat on the back", a hand-written expression of appreciation for a job well done by the employee's manager, a gift card, etc., are surprisingly strong motivators.
5. Seek ways by which you can demonstrate by your actions (not simply words) that the employee's personal life/family life is also important.  Sending a vase of flowers to the spouse with a "thank you for your understanding" note following the successful completion of a project that required a good deal of overtime by the employee, sending the employee and his/her family to a sporting event in appreciation of "extra" effort, providing an unexpected paid day off for the employee to spend extra family time, etc. can reap particularly strong dividends.

Unfortunately, none of the above will have a lasting impact unless these behaviors become a routine part of the organization's culture.  Management must commit the time and attention to demonstrate the organization's seriousness to the engagement process.  Consistency over the long-term is of critical importance and more often than not requires a culture change training initiative.  Embarking on such an initiative will pay dividends.

Ultimately, you must keep in mind that employees are an organization's greatest assets.  Their collective ideas, feedback and enthusiasm for what they do can help your business grow and prosper.