Five Steps for Managers to Follow to Create a More
Engaged Workforce
A truly engaged employee will lead to higher productivity and retention
By Heather L. Fallon
Employees do not leave companies, but rather their managers. With the war on talent heating up each day, it is becoming increasingly imperative for companies to realize and utilize effective leadership to engage employees and retain top talent. In today’s multi-generational and multi-cultural workforce, there are many different ideas about how best to engage your workforce. Perhaps the best way is a mixture of several different techniques.
1. Understanding your Employees’ Needs
Employees need to feel that their employer/manager is taking the time to invest in them. Whether through weekly meetings or an occasional e-mail, knowing that your boss cares and understands your needs and concerns can make all the difference. Managers need to take the time to understand employees and how best to motivate each of them. What motivates Bob down the hall may not work with Sue in accounting. Developing individual techniques for different employees makes each feel unique, appreciated and valued.
2. Honest Communication
No one likes being lied to and failure to address an issue can be just as bad. Open and honest lines of communication can go a long way toward garnering trust and an employee/manager dialogue. When an employee fails to meet expectations that should be communicated between the employee and the manager -- ignoring a situation will not correct it. However, at the same time communication should also occur when an employee completes a project with a positive outcome. Employees understand that everything should not and cannot be shared with them, but communicating up to that point will garner trust and respect from the employee of their manager.
3. Setting a Positive Example
We are adults in the workplace, but regardless, showing employees that you not only talk the talk but walk the walk will earn respect. Managers need to be role models of the type of culture the company wants to establish. If you are involved in a performance culture or one of transparency, if you expect your employees to be and live up to these standards, so too must the manager. Not doing so, will lead to confusion, employee disengagement and eventual separation.
4. Incentives and Empowerment
Offering different incentives will engage employees by showing them that the company and their manager realize and appreciate the work they are undertaking. Offering incentives will lead to empowered employees that in another instance will want to continue to go above and beyond the call of duty. Incentives can be company wide but some should also be tailored to different employee performance and needs. For example, rewards can range from a day off to a $100 AMEX gift card, depending on what each employee would favor.
5. Continuous Feedback and Praise
Feedback, especially with Generation Y, is imperative for employees to continue to strive to meet management expectations. Many companies have moved to quarterly and even monthly performance reviews. Addressing employees’ weaknesses more regularly will allow for these weakness to be corrected sooner, increasing productivity and engagement. At the same time, offering up praise for the strengths on a more regular basis will continue a culture of engagement and motivate employees to strive to continue building upon their strong points.
