Engaging Employees often leads to greater job satisfaction. So – what does it take to keep employees ‘happy’ and motivated in their jobs?
Surprisingly, not as much as you might think. Great news for the organizations who struggle to attain and retain qualified staff members.
The following are 26 “low-cost/no-cost” ways to motivate and retain employees. Whether you’re supervising staff yourself or advising your organization’s managers on how to keep their employees engaged and satisfied, these simple techniques can make a difference.
A – Acknowledge
Make the time to tell employees how much you appreciate
them. These acknowledgments don’t have to be complicated – simple words of thanks,
public recognition of an employee’s efforts, or a notice in the employee
newsletter would do the trick. Employees themselves will be the first to tell
you that, when it comes to acknowledgment, it’s the little things that count.
While most companies offer essential employee benefits like
paid time off for vacations or sick leave, health care, etc., in a competitive environment,
the basics may not be enough. As health care costs rise, employees are
concerned about the rising costs of their premium contributions.
Also, work-life issues are becoming more critical and can help
you differentiate yourself from the competition. Might allow for
flexible scheduling, sponsoring a bring-your-child, or even bring-your-pet, to the workday, etc.
Employees have lives and problems outside the workplace. You
can, and should, express concern for employees. When managers or organizations
genuinely care, employees develop a strong sense of loyalty in return.
Employees don’t respond the same way to the same forms of
recognition or reward. Not all employees will welcome public attention.
In your employees’ perspective, are they treated fairly, and
are disciplinary actions consistent? Keep in mind; equity does not necessarily mean equality. Employees don’t expect the same treatment as their coworkers. What they do expect is that they get fair treatment.
Employees make mistakes. When they do, how the company
responds makes a massive difference in their self-esteem and loyalty. Help everyone
involved, the company included, learn from mistakes. Consider whether work
processes – and not employee ‘incompetence’ – may be contributing to errors or
mistakes. Enlist the employee in determining and implementing a workable
solution and then move on.
Feedback should be ongoing, not just an annual performance
review requirement. Make sure employees know expectations of them and that they have frequent feedback to let them know how their performance compares with expectations.
Employees appreciate your honesty, even if the information
may be unpleasant. Better to hear from you directly than to hear news or
feedback through the grapevine.
Are employees offered the opportunity to participate in
decisions that affect the organization and particularly their jobs? Being asked
for their opinions on issues large and small can be incredibly motivating and
push efforts toward engaging employees.
How quickly do you respond to employee requests? Whether you’re
a manager or a human resource professional, service to employees is an urgent requirement of your position. Even if you can’t fix the problem,
commit to providing some form of response, also if it is merely, “We received
your comment/request,” as immediately as possible.
Keep it Short and Simple. Employees want to perform
effectively and efficiently. They can’t if the processes or tools provided to
work with are inefficient or ineffective.
Do you have formal and informal mechanisms in place to listen to your employees? Whether in the form of suggestion boxes, online forums, or one-on-one conversations, offering employees the opportunity to share their comments, suggestions, and concerns is vital to keep them engaged.
How well do your managers manage? Studies continue to show
that an employee’s direct supervisor has the most significant impact on his or her
performance, loyalty, and motivation to the company.
Don’t accept mediocre performance from employees. Push them
to do their best, to give a little bit more next time than they did the last
time they performed.
Notice which employees are upwardly mobile. What
opportunities exist for employees to move into higher-level and
more challenging positions?
While pay isn’t the most important motivator for your
employees, it’s right up there. The key is equity – both internal and external.
Make sure that your pay practices are consistent between positions within your organization as well as within the market you draw employees
You can learn a lot from employees if you take the time to
ask them. Concerned about turnover? Ask employees what they think the problem
might be. Wondering whether it’s a good idea to expand into a new market? Ask
your staff what they think.
“A fair day’s pay for
a fair day’s work” is an outdated view of the relationship between
employees and the companies they work. Engaging employees rely on
offering more. You need to reward individual or group efforts that contribute
to the organization’s mission or exemplify the kind of performance or behaviors
you’d like to continue to see. Be creative. It doesn’t have to cost a lot to
offer meaningful rewards and incentives to employees.
Employees need to know anything that will help them make a
more valuable contribution to your organization. That contribution may be
merely sharing positive information about your company’s products or services
with friends and acquaintances – or it may be making decisions on the job that directly
impacts the bottom line. Don’t hoard information as a source of power.
Talking with employees indicates that you’re interested in them and their opinions. They appreciate the opportunity to ask questions and receive answers directly from those who are in-the-know.
The issues that are important to your front-line customer service
representatives are different from the problems that are important to your order
processing employees. Stay informed of what those issues are.
Perhaps your organization is one that employees feel proud
to work for, or your benefits package is particularly generous. Maybe your
on-site health club facility is better than any place in town. That value may
already exist, but you have taken the time or thought to remind employees that
it’s there. What unique extras does your organization offer to employees?
When going through the process of decision making, implementing
a new policy, or changing an existing one, do you let your employees know why?
Many companies lament that employees don’t like dealing with change, but that
isn’t necessarily true. What employees don’t like is change they don’t
understand. Communicating the why behind the decisions you make is a simple step
to take toward engaging employees.
Employees like to feel like they are part of an organization
that they can proudly brag about to friends and family. They want to tell
others about the great things their company does and how they help contribute
to those great things. Employees feel proud when their organization reaches its
goals, creates new products, or achieves recognition. Strive for excellence.
It’s easy to say, “no.” It takes more time to find ways to
meet employees’ needs. Nobody likes to hear “no,” but we all appreciate a
demonstrated willingness to find some common ground.
Having fun at work isn’t a bad thing. It’s excellent!
When employees enjoy their jobs, they enjoy coming to work. Consider ways that
your organization can create a zestful environment that makes employees wanting
to be there and doing their best for years to come.
This article was carefully crafted after “Engaging Employees – From A – Z” by Lin Grensing-Pophal, SHRM.