3 Ways to Boost Employee Engagement and Motivation
Sometimes the days and weeks all seem to run together. To some extent, that’s just how life goes. In the workplace, there will likewise be periods of time where employees do the same series of task items repeatedly.
But if the daily grind goes on for too long without interruption and without an end in sight, burnout is imminent. As an employer, there are several things you can do to keep your employees engaged and productive. As an added benefit, higher employee engagement can play a huge role in lowering your turnover rate. And with competition for quality workers currently at an all-time high, low turnover is more valuable than ever.
Here are three things you can consider adding to your regular processes that can help keep your employees engaged in the workplace.
1. Acknowledge Notable Days Throughout the Year
You can break up the calendar by acknowledging special days and holidays. That can go far beyond Christmas and birthdays, so think about dead zones in the calendar. You should also take your workplace demographics into account.
For example, if you have numerous employees who are military veterans, they might enjoy a gesture from the company regarding Veteran’s Day. You can honor the service of individuals who served or include information on Veterans Day deals in the monthly newsletter. The veterans among your staff will likely appreciate that you remembered and acknowledged them on a day that passes unnoticed by some.
However you choose to acknowledge various days throughout the year, try to make it something that breaks up monotony. The occasional catered lunch or special announcement might not feel like a priority, but it can give workers something to look forward to. That little break in the workday can be very effective in giving your workers a mental reset that boosts engagement.
2. Provide Opportunities for Goals and Rewards
Most people want to believe that their work is going to earn them more than the same paycheck they’ve always received. What if the next 20 years of someone’s career will have no more advancement opportunities than the odd cost of living raise? Assuming they stay with your company at all, there is very little motivation to excel in their job.
You can increase employee engagement by making their work achieve some sort of advancement down the line. This can either be through position advancement or regular pay bumps as long as certain standards are met or surpassed.
Very importantly, you need to be extremely careful about the path you lay out. Promising certain rewards is a great way to give your workers something to look forward to in their careers. Failing to follow through on these promises can create a great deal of distrust in your staff.
Make sure you’re very clear that achieving goal X will earn the employee a certain reward. Put it in writing to make sure both you and the employee are in agreement and check in regularly. It tells the employee that you haven’t forgotten about the understanding and keeps the worker motivated in their performance.
You can also consider offering education reimbursement. Let’s say you have a solid worker who wants to advance but doesn’t have the education or training to do so. As a general rule of thumb, it’s far easier to change a person’s skill set than their personality. So even though there might not be a higher position that could be achieved through tenure alone, education could provide one. Offering to reimburse a portion or the entirety of necessary courses is a solid way to invest in your workers.
- Ask for Feedback
Nobody likes to feel like a nondescript cog in a machine. Employees who believe their workplace or employers think of them as robots rather than individuals might seek greener pastures elsewhere. Workers want to feel their values and preferences are not only requested but acted upon.
The best way to accomplish this is to request regular feedback from your employees. You can do this as often as quarterly but certainly no less than annually. You can either do this verbally through reviews or in writing through emailed surveys. For data compilation purposes and tracking, written feedback is generally easier to compile and analyze.
Common topics to request feedback on can include workplace culture, preferred benefits, or work life balance. You can even inquire about which charitable organizations they would like to support and other personal preferences.
Regardless of the exact questions you ask, the overall goal is to find out what your employees value. You might prioritize benefits such as profit sharing contributions but later find out through surveys that your employees would rather have higher wages instead. You can make adjustments accordingly and convey to your employees that the changes are due to their feedback and preferences.
By taking your workers’ values into consideration, you can show your employees that they can influence decisions and processes. Feeling like an integral part of the company can keep employees engaged and motivated to go beyond the bare minimum.
Breaking Up the Daily Grind
Even if the overall product or service your company offers remains constant, there are ways to keep things fresh for your workforce. By making them feel like they are valued and have input and opportunities in their careers, you can see big results. Not only will turnover decrease, but your workforce will remain dedicated and productive.
So don’t let each work week just roll into the next without something to look forward to. If your employees see a bright future with your business, they’ll work harder to make that happen.