By | Amanda Jerelyn
Employee engagement is a crucial HR variable for most of the companies. It plays a pivotal role to get a high-end outcome and to attain a competing dominance.The strategies of employee engagement have helped minimize staff turnover, retain customers at an improved rate, and earn more revenue.
The main objective of this approach is to keep employees happier and motivated so that the customers get enhanced service quality. If employees are more devoted and enthusiastic about their job, it will help in bridging the service quality gaps.Employees who are engaged enough put extra efforts, learn more, and perform with more enthusiasm to improve the prestige of the company.
There are various ideas to engage an employee in such ways that they own their responsibilities and strive to bring good reputation to the company. Some of these are briefly discussed below:
1. Improve Employee Induction Process
“First impression is the last impression,” this same idea applies when a newbie joins a company. It is a stressful experience where the new employee hesitates to hit a conversation or ask any queries. It becomes a need of time to help him/her as first impression is important in business.
HR and management must be proactive when new employees join the team and keep regular follow-ups with them regarding their needs or concerns. This will assure to resolve any issues faced by them at the beginning. With this engaged approached, once they get used to the workplace, they will become an asset of the company.
2. Welcome and Introduce New Employees
This can be done by arranging a quick get together with tea or coffee, to welcome the new staff, whether at entry-level or professional level. The introduction with all the members of the team with their name and designation is done to lessen the communication gap between the team and new member.
There are some other interesting and engaging options also like playing a small game or each member telling a funny incident at the office. This will instill confidence and energy in the new employee and help to get through the introduction phase with ease and comfort.
3. The Approach of Personal Growth
Once the induction and introduction part is done, now it’s time to start working and personal growth. If the employees keep doing the same task for a very long period of time, they may become exhausted and demotivated. They need to feel that they are growing with every passing day and becoming better than before.
The mindset of avoiding creativity in the methods of tasks been done is a negative approach. By following the same old school patterns instead of applying new things can bring adverse effects to the personal growth of employees. Therefore, HR must reinvent the employee experience to drive agility in relation to personal growth. It can be done by keeping them updated with all the new advancements in their respective field.
4. Feedbacks at Regular Interval
Many employers misunderstand or misinterpret feedback with negative remarks, whereas feedbacks are helpful to improve more quickly and perform tasks much better. According to statistics, around 60% of survey respondents stated that feedback must be taken on a daily or weekly basis. Nearly 75% of respondents reported that feedback is highly valuable.
These feedbacks seek both positive and constructive opinions been shared by employees. The HR or management must not wait for an annual review to make changes in their policies. Insteadthey must seek for feedback at regular interval to keep employees engaged.
5. Encouragement for Good Work
Encouragement is a great motivator. It makes employees to push for greater effort to achieve their tasks or targets. It helps them to look forward and be successful in their pursuit. Words of encouragement whether in verbal, via email, or by presenting a certificate or shield make employees proud of their work. They become more engaged with the company and work harder to enhance their reputation.
“The purpose of encouragement is an appreciation towards efforts and recognizing of valuable performance by employees,” says Mark Clifford, head of HR department at Premium Jacket. It makes them realize that they play an important part of delivering on the strategy and purpose of the company.
6. Perks and Rewards for Employees
Apart from encouragement and appreciation, perks and rewards are also great influencers for employee engagement. These are other than usual benefits which employees are entitled and serve as a cheery on the cake. They may include chef-made meals, serving healthy snacks, a monthly get together at some restaurant.
Apart from that, rewarding employees for best performances not only keep them engaged but also creates a professional competition among the team. All of these tactics have helped in better engagement of employees to enhance productivity. With this approach, they feel a sense of belonging that their role is vital in uplifting company’s position.
Amanda Jerelyn is currently working as a Human Resource Manager at King Essay. With her vast experience of human resources, she holds strong expertise in the management of all aspects related to employment. Amanda also takes a keen interest in training managers, recruiters, generalists and more.