Employee morale is at an all-time low, and this is bad news for the economy. It is estimated that plunging morale rates can cost the economy millions of dollars every year because it can lead to shrinking productivity, higher absenteeism rates, and a surging turnover at companies everywhere.
It turns out that engaging your employees is an essential aspect of workforce management. If your staff is not engaged, then it could lead to a myriad of issues at the company, from a putrid reputation to spending more time training new workers. And that’s a terrible trend to endure.
In an environment where anti-business cynicism and resentment are all the rage, how can your firm make employees feel like a major part of the workplace? Well, it will require hard work and trying out new ideas. Are you ready?
Here are eight employee engagement ideas to boost worker productivity and morale:
1. Provide the Right Tools
How many of your employees have grieved about your outdated tools and equipment?
They may have a point, too.
Let’s put it this way: If your computers are still running on Windows XP, using the slowest Internet connection possible, and utilizing a decade-old version of Microsoft Office, then your staff is correct.
So, it may cost your firm money, but it’s an investment to extend a new generation of tools to your employees. This might not seem like a worthwhile endeavour, but if more millennials are working at your business, then it is a must.
2. Institute an Open-Door Policy
One thing that bothers workers is not having the ability to speak with management. Whether it is a complaint about workplace harassment or a suggestion to improve scheduling, many employees do not have an outlet to speak their mind. This leads to discontentment and frustration, eventually workers will say, “Management doesn’t care what we say.”
Is this true? If so, you better start caring if you wish to keep the best and brightest of your talent pool.
Moving forward, you should institute an open-door policy where workers feel like they can engage with management at any time they wish to say what they want. This is engagement at its finest.
3. Recognize Excellence
Employees just want to feel appreciated – a paycheque is not enough these days. Does one of your best workers want some recognition? Give it to them!
By recognizing excellence and showcasing your gratitude for personnel going above and beyond to the firm, they will feel like a part of the corporate family. This is a good strategy because these workers will continue to give it their all.
Next Monday, why not extend your employee the outstanding award in the field of excellence?
4. Share Corporate Info
It is frustrating when you’re kept in the dark about everything. Oftentimes, when a business institutes a new policy or introduces a new technology, staff may want to know the reasoning behind it. It makes sense. Imagine using the same concept for the last three years, and then suddenly the company changes it to something completely out of left field.
You may not need to delve into the ins and outs, provide the nuts and bolts, and deliver a three-hour presentation, but a simple explanation will suffice.
5. Mentorship Opportunities
Sure, a small company of four may not be able to offer mentorship opportunities. However, if you have a larger company, then a mentorship program is in the realm of possibility. This is also an impressive gage if you have a serious workforce or not. Indeed, if somebody wants to learn from the best of the best and advance in their careers, then try your best to give it to them.
Here is another trick: if you don’t have the capabilities of establishing a mentorship program, then seek out other external options for these ambitious people.
6. Don’t Play Favourites and No Nepotism
Do you know what creates a toxic working environment? Favouritism and nepotism. These are the worst developments in any office environment.
Let’s say there’s an employee who comes in late to work all the time, lags in their work, constantly complains, and is probably the 45th best employee in the company out of 48. Yet, they are giving a promotion because they are good friends with a supervisor, a manager, or a boss.
Moreover, a manager’s brother, an executive’s daughter, or a vice-president’s nephew is hired to be the Senior Manager of Pacific Affairs despite very little experience in this area – and it shows!
Indeed, if you want a disgruntled workforce, then play favourites and nepotism. Do you want the opposite? Then do the opposite!
7. A New Way to Hire
Perhaps now is the time to look beyond resumes, cover letters, and skills. You have done this for so long, and where did it get you? Not very far – there is no corporate cohesion, no dedication, and no spirited atmosphere. Rather than concentrating on the applicant’s alma mater, consider their attitude, outlook, and behaviour. This may be the best technique to create more teamwork.
8. Experiment with Modern Office Ideas
Human resource professionals have put forward new ideas to try to renew the office spirit. Some of these have succeeded and some have failed, like the open concept office space.
What can you do? Here are some recommendations:
- Flexibility: Allow workers a little bit of leeway when it comes to scheduling.
- Volunteer: Get the office involved in the community.
- Social Media: Make the company a part of social media.
- Games: Install a games room if you have the space – foosball anyone?
If you’re finding that more employees are spending a bulk of their time at the water cooler, on Facebook, or just sitting in their cubicles staring out into space, then it may be time to come up with ways to boost engagement. It should be genuine, too, not superficial.
Indeed, employee engagement is turning out to be a really big deal at the office. This is not only impacting careers, but it is also affecting your company. So, be proactive and employ a series of measures to reinvigorate your staff and ensure people want to come to work. Your company can do this.
