Why should a company be concerned about making sure that its employees are engaged in the true sense of the word? After all, isn’t making a profit by holding down expenses the only goal in every business? As long as the workers do what’s expected of them, this shouldn’t be a problem, right? Not necessarily.
Most workplaces do little or nothing to encourage engagement, though it’s actually one of the most important elements in a successful business. If the employees feel that they’re truly a part of the process, they’ll be more productive and they’ll deal with customers in a more effective manner. But it would be a mistake to think that this is something better left to the human resources department. It’s not just a subject to be addressed annually in a memo or group presentation.
Good for Business
Engaged employees are good for business, all business. Research shows that workers who aren’t an active part of the planning, production, and review processes detract from the company’s bottom line. The loss in productivity, measured in pounds, is in the billions. How does a large company create or produce an environment that encourages engagement? The first step is to include this as a strategy for your business, one in which employees are accountable and can measure the results of their performance.
Employee engagement begins with effective communication. Management and supervisory personnel should make sure that the goals of the company are in line with the goals of the employees. These workers must have all the information they need to understand their part in the overall process. Most importantly, this includes communicating to the employee how work activity affects and contributes to the goals and priorities of the company.
One important study shows executives to be much more engaged than managers and non-managers, with younger segments of the workforce feeling that they’re less engaged as well. There are specific steps that a business can take to change this trend, beginning with putting an end to frustration among workers. If they’re given the proper tools and resources, they’ll be more productive. That’s quite simple. But they must also be able to see clear paths for both horizontal and vertical growth.
Establishing not only an atmosphere but a culture of engagement is essential. Opportunities and feedback that enable talent to grow and develop must be an inherent part of the daily process, not something imposed from above without worker input. Managers and supervisors can begin this necessary change by making employees a top priority. If they feel that they are truly part of the success, they will do even more to ensure this positive direction continues.
If you, as a business owner, an executive, or a manager, are uncomfortable with this concept or just don’t know how to get started effectively, you may want to enlist the aid of professionals who can partner with you to measure and improve engagement. Methods include both customised and off-the-shelf survey options with the flexibility and cost-effectiveness you want and deserve. Make the smart choice.