Engaging your employees in any business is crucial. Over the last several years employee engagement has dropped significantly. By making a connection between the business and the company employees tend to enjoy what they do and where they work. Every company has different methods of engaging employees.
Employee engagement starts with an employee’s initial training with the company. You want to ensure that initial training isn’t just fun but its well set-up. If an employee finds that training is haphazard or that the employees performing the training don’t care about their job, the chances are the new hire will not either.
The same goes for after training. You want to keep employees engaged throughout their time at a company. Some electronics stores do this by hosting pre-release video game parties. After the store is closed, employees come in and play a game that hasn’t been released yet. Now this may not work for every company but there is always room to throw a party or organize special events for teams.
Engaged employees are more likely to help out the business when needed. Think of that last minute call out. If the company has treated an employee well, they are much more likely to come in because they enjoy being in the office and being with their coworkers. An employee who has been engaged feels job satisfaction, job involvement, and feels empowered.
By this point you are probably asking: How do I tell if my employees are engaged? Most companies do so by issuing yearly surveys to their employees that ask about their levels of engagement. There is a lot of criticism going into these surveys as of late though. Companies are claiming that they either do not accurately portray the company or they are not providing a solution to the problem.
Employers should start looking into every aspect of their business as it relates to employee satisfaction. The first thing that employers should do is take more often surveys. These, like all employee engagement/satisfaction surveys, should be done by a third party so employees don’t have to worry about their jobs. Additionally, companies should use metrics like turnover rates, promotion/demotion numbers, attendance, etc. These metrics will tell you a lot about how employees view their company and armed with this knowledge you can make changes or stay the same.
Dolly Konzelmann, President
Corey Atkinson, Senior Facilitator
Cutting Edjj Consulting & Customer Service Professionals Network