Coach Employee Engagement Compass

Is employee engagement really that important?

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Is employee engagement really that important?

The short answer? Absolutely.

If you manage people, you’re one of the most important contributors to job satisfaction. Yeah, you. Employees who are engaged, motivated and valued produce more and stay longer and, since low production and high turnover are expensive, that affects the bottom line. So how do you build a cohesive team that’s invested in the company’s success? You have to examine the six motivators that influence employee engagement:

 1. Gaining rapport. It’s important to think of your employees as people instead of just titles. If you don’t know them, how can you expect to lead them? Learn what motivates your team and gives them a sense of achievement. Then do what you can, within reason, to make it an integral part of their job.

2. Connecting the role to the goal. It’s obvious your team knows how to do their jobs, but do they know why? If they don’t know how their actions and non-actions have a ripple effect on other areas, they’ll be less likely to think of missing deadlines and performing at the bare minimum as negative things. Communicate an understanding and appreciation of each employee’s role and how it relates to the overall goals.

3. Seeking input and cultivating ideas. Learn to ask questions that make your employees use reasoning and solve problems. If you ask for input and explain your rationale behind your final decision, everyone will work together toward one goal. You’ll get more buy-in if your team feels invested in the outcome.

4. Tapping and developing talent. Boredom is a definite engagement killer. If employees know you appreciate their abilities and they might actually get them somewhere, they’ll be less likely to look for a position outside the company. Develop your team’s talents by giving them opportunities to grow and learn through projects, coworkers and other resources.

 5. Giving ongoing feedback. Don’t assume your employees know what you want. Regular dialogue with constructive and positive feedback is essential. Everyone should know what’s expected of them and why. Set specific, actionable goals and make even small improvements a big deal.

6. Making recognition a priority. Nothing feels better than an “atta girl” to foster a sense of achievement. Doing well allows for pride of ownership and also keeps employees motivated to achieve. Take advantage of every opportunity to give recognition from managers, peers and the company as a whole.

If all of this sounds good in theory, but you’re not sure how to implement it in a practical way, consider investing in some training and development.

 IMPACT Group’s CEO, Lauren Herring, says, “Organizations that invest in developing leaders who effectively coach and grow their employees are more likely to see an increase in employee satisfaction and retention,” which is why they conduct one-day workshops for managers covering these topics.

Employee engagement isn’t about being touchy-feely. It’s about making sure your employees want to come to work every day. Regular feedback, motivation and career development will take your team from restless to dedicated … and you’ll be a better manager because of it.