Woo­ing em­ploy­ees into lov­ing their Jobs

Lesotho Times - - Jobs -

ALTHOUGH many em­ploy­ers like to think their em­ploy­ees come to work ev­ery day with a smile, the re­al­ity is most em­ploy­ees are ac­tively dis­en­gaged at work, ac­cord­ing to Gallup. Em­ployee en­gage­ment is a chal­lenge con­fronting many bosses and man­agers.

The prob­lem is, many em­ploy­ers for­get their em­ploy­ees are peo­ple who want to feel a sense of be­long­ing and know that their work makes a pos­i­tive im­pact on the or­gan­i­sa­tion. Here are seven sim­ple steps to boost en­gage­ment in the work­place.

1. Fo­cus on your em­ploy­ees’ strengths. Your em­ploy­ees are your or­gan­i­sa­tion’s most im­por­tant as­set. Fo­cus on what makes your em­ploy­ees awe­some. Give them op­por­tu­ni­ties to shine in the work­place. Ac­cord­ing to Gallup, man­agers who fo­cus on their em­ploy­ees’ strengths greatly boost em­ployee en­gage­ment.

For ex­am­ple, if you have an em­ployee who ex­cels in lead­ing teams, give them the op­por­tu­nity to take charge of new projects. Em­pow­er­ing your em­ploy­ees through their strengths will make them feel like they’re con­tribut­ing to the work­place.

2. Cre­ate re­al­is­tic goals for your em­ploy­ees. Let’s face it; your com­pany has re­ally big goals. How­ever, you can’t ex­pect your em­ploy­ees to ac­com­plish ev­ery sin­gle one of them over night. In­stead, you need to cre­ate SMART (Spe­cific, Mea­sur­able, At­tain­able, Re­al­is­tic, Timely) goals to mo­ti­vate your em­ploy­ees.

If you have a large project or huge dead­line for your or­ga­ni­za­tion, break it down into smaller SMART goals to make it eas­ier for your em­ploy­ees to stay fo­cused and en­gaged.

3. Se­lect the right man­agers. Ac­cord­ing to Gallup, one of the lead­ing fac­tors con­tribut­ing to low em­ployee en­gage­ment are poor man­agers. Es­pe­cially when low en­gage­ment costs em­ploy­ers an es­ti­mated US$450 bil­lion to US$550 bil­lion an­nu­ally, it’s im­por­tant to se­lect the right man­agers to lead your em­ploy­ees.

To boost em­ployee en­gage­ment, se­lect man­agers who value trans­par­ent com­mu­ni­ca­tion and col­lab­o­ra­tion. These are two key fac­tors that cre­ate a stronger work­place and more en­gaged em­ploy­ees. Once you se­lect the right man­agers, con­tinue to coach them on their lead­er­ship skills and pro­vide them with on-go­ing em­ployee en­gage­ment train­ing.

4. Ac­tively lis­ten to your em­ploy­ees. Although, open com­mu­ni­ca­tion is crit­i­cal to suc­cess in the work­place, one-third of em­ploy­ees say their man­ager doesn’t lis­ten to their con­cerns at work. To boost en­gage­ment, make sure you’re ac­tively lis­ten­ing to your em­ploy­ees. Whether it’s their new ideas for a project or a con­cern they have, lis­ten and take ac­tion when needed.

5. En­cour­age in­no­va­tion and cre­ativ­ity. If you’ve been hear­ing some great ideas buzzing around the of­fice, make sure you lis­ten in. Your em­ploy­ees have great ideas to con­trib­ute to your or­ga­ni­za­tion, so make sure you are rec­og­niz­ing their ef­fort to im­prove your com­pany through in­no­va­tion.

6. Cel­e­brate your em­ploy­ees. The bot­tom line is, peo­ple want to be recog­nised for their hard work and ac­com­plish­ments. If you over­look your em­ploy­ees’ suc­cesses, chances are you’ll have a num­ber of un­happy em­ploy­ees on your team.there are a num­ber of sim­ple ways you can cel­e­brate your em­ploy­ees’ ac­com­plish­ments. For ex­am­ple, dur­ing weekly staff meet­ings, have each em­ployee share one of their ac­com­plish­ments from the pre­vi­ous week. If you have em­ploy­ees who don’t want to be pub­licly recog­nised, per­son­ally thank them for their hard work and ded­i­ca­tion.

7. Give your em­ploy­ees a voice. Your em­ploy­ees want noth­ing more than to be heard by their bosses. Make it a pri­or­ity to pro­mote trans­par­ent com­mu­ni­ca­tion and en­cour­age feed­back. When your em­ploy­ees know their voices ac­tu­ally mat­ter, they’ll likely be­come more en­gaged at work.

There are a num­ber of dif­fer­ent ways you can give your em­ploy­ees a voice. En­cour­age your em­ploy­ees to ask ques­tions, share their ideas, and treat their opin­ions with re­spect. You should also keep them in the loop on com­pany news and en­cour­age them to share their thoughts when needed… www.en­tre­pre­neur.com

EM­POW­ER­ING your em­ploy­ees through their strengths will make them feel like they’re con­tribut­ing to the work­place.

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