Implementing the correct tools and employee engagement resources into an organisation is crucial to building a strong foundation for engagement throughout a company. To build employee engagement, we need to understand what makes our employees engaged in the first place? In other words, what qualifies the relationship between an organisation and its employees?
1. Strong Manager and employee relationship
It has been stated many times that the relationship between manager and employee is the most important driver for employee engagement.
Communication is the key to any successful relationship and is no different for the relationship between manager and employee. Many employees may not feel comfortable discussing certain issues with their managers, so companies need to ensure there is a tool in place to facilitate this barrier.
According to a study carried out by Gallup, “employees who feel as though their manager is invested in them as people are more likely to be engaged” Allowing employees to open honestly about various wellbeing initiatives in their work, will allow for this to happen
2. Allow for employee feedback
Actively listening to employee feedback is another major factor in ensuring your employees are engaged. When employees feel that their opinions are given serious consideration, it automatically creates a more engaged workforce. If employees are having any issues at work and they pluck up the courage to discuss this, these issues should be handled and resolved by management. Actively listening to and acting on employee feedback is important to creating an engaged workforce. Everyone communicates differently and may only feel comfortable relaying feedback in a privately.
It is so important to respond and act on the feedback that your employees give you. By acknowledging employees’ feedback and opinions on things they feel passionate about in work, will encourage more suggestions and improve engagement throughout the organisation.
3. Opportunity for growth
Employees need to acquire a sense of purpose and satisfaction in their job for them to be engaged. One of the main reasons why employees leave their jobs is to seek growth opportunities. An employee having an understanding and knowledge of their professional and personal growth is one of the top factors that affect engagement.
Through the research carried out by Zevo Health “47% of respondents stated that access to training and development is an impactful aspect in keeping them in their current role” When employees feel unsatisfied in their jobs and feel like there is no room to progress, they tend to be less engaged. When managers are not aware that their employees are not satisfied or are under the impression that there is no room for growth in their job roles, this can result in less engagement or worse case scenarios, led to the employee moving to another organisation.