As defined by Gallup, engaged employees are those who are involved in, enthusiastic about, and committed to their work and workplace.
By now, most organizations understand the importance of driving employee engagement. The statistics below demonstrate what organizations with highly engaged employees can achieve.
58% Fewer Quality Incidents
21% Higher Profitability
20% Higher Sales
17% Higher Productivity
24% Less Turnover
41% Lower Absenteeism
70% Fewer Safety Incidents
However, making employee engagement a central part of your corporate strategy can be difficult even in the best of times. Working remotely adds an extra layer of difficulty as you must unite all of your employees, scattered everywhere, under one goal.
How can your organization continue to keep employees engaged while working remotely?
The keys to success include:
- Encouraging frequent conversation
- Aligning individual goals to company objectives
- Helping managers shift to a development approach
- Enabling personalized employee recognition
1 – Encourage frequent conversations
Employees who have had conversations with their Manager in the last six months about their goals and successes are 2.8 times more likely to be engaged (Gallup). Managers should make frequent communication a priority by:
- Increasing communication with employees regarding status, deadlines, and progress
- Documenting performance to continue holding employees accountable
- Creating structure by scheduling regular check-ins with individual employees
2 – Align individual goals to company objectives
When employees understand how their work connects to the goals of others and the company, performance improves by up to 10% (Gallup). Leaders should:
- Facilitate communication and clarify the connection between the individual’s goals and the overall organization
- Monitor progress and drive goal completion
3 – Help managers shift to a development approach
70% of the variance in team engagement is determined solely by the manager (Gallup). Clearly, managers play an important role in the overall employee experience. It’s important to “coach the coach” and offer managers courses and trainings to help them lead more effective performance conversations.
In addition, managers can shift to a development approach by:
- Asking and listening to your employees’ needs
- Frequently discussing short-term and long-term goals
- Meeting with employees before and after trainings or projects to find out what they learned
4 – Enable personalized employee recognition
82% of employees wish they received more recognition for their work (Achievers). Leaders must remember to frequently recognize employees for their work in order to build a culture where workers feel appreciated.
To foster a culture of recognition, organizational leaders can:
- Encourage frequent manager-employee and peer-to-peer recognition
- Highlight key successes after each project is completed
- Use a social wallboard or collaboration tool to encourage recognition across the organization
- Provide tangible rewards tied to an internal point system
Remote work may be here to stay, so it’s important to determine how your organization can keep employees engaged without being in the office. Fortunately, a few mindset shifts and the right technology are simple yet powerful ways to boost employee engagement.
The post Why Connecting With Your Employees Should be at the Top of Your Agenda appeared first on BullseyeEngagement.