In a time where companies must keep increasing costs to a minimum, employees are expected to do even more with a lot less. This can impact morale and energy levels for even the strongest employees. If an organization must give its employees more responsibility, they better have a plan in place to make it worth their while.
Employee engagement and retainment is at the top of the list of concerns for many companies. Without the interest and energy of your employees, who you brought on because of their talent and skill, the ship can fall apart.
Keep your employees motivated by engaging them, and keeping them in the loop. Make them feel like their place on the team is increasingly important, because it is.
One of the best ways to get employees involved and let them know their opinion matters is by forming employee action teams. These teams are assigned to certain red-flag sectors, such as poor communication in certain departments, customer service issues, issues of trust at divisional headquarters, etc.
To form a group, nominations start at the bottom level from fellow employees, not political appointments at the top. Each group has a senior-level advisor. The group will reflect different management levels, experience, background, bringing diversity to the issues.
Members have defined roles and responsibilities and are trained on identifying issues and developing action plans to tackle these issues.
These roles empower employees that might not otherwise get a chance to be heard, letting everyone feel that they are part of the success of the company.
Executive Face Time
Leaders of companies are busy, and to everyday employees, rarely seen or heard. This can make an employee feel very detached from the main lines of the company, dipping their morale and wondering why they should care if they never see their superiors working or engaging.
Senior leaders need to devote time to getting out there and listening to the concerns of the employees and working alongside them to resolve issues. When everyone understands each other’s jobs and what they do every day, a level of respect and knowledge is reached.
You have to let senior level executives know that their sincerity and interest in what the rest of the company is doing, helps to boost employee morale and engagement, resulting in a better business driver.
After you put these various programs in place, how can you see or measure a difference? As with any program, you must develop an evaluation process. Some of the items you may want to look at can include:
- Investment of time and effort from leaders and managers
- Immersion that includes the frequency and quality of connections between work groups
- Interest by the workforce in their workplace
- Improvement of overall workplace morale and product
Measurements don’t have to be done in some time-consuming formal process either. A simple informal poll sent out to employees or done in the workplace can work just as well.
Remember, the more you interact with your employees, consider their feedback and make changes based on that feedback, the more they will trust and respect each other and the organization.
Clark Personnel Service can help you find the most engaged employees for your workforce. Contact us today!