Workforce engagement is important because it is linked with (and underpins) effort, innovation, productivity, and retention—and in industries/sectors/geographical areas with a competitive landscape and a shortage of talent, it can make or break a company, its culture, its performance, and its ability to succeed.
What is ‘engagement’?
In essence, it is the emotional attachment employees feel for their organisation, its values, its mission, and its working methods. Engaged employees are more committed, more dedicated, and more productive.
Although perhaps these ‘outputs’ of engagement are the most important result of improved engagement, this is also seen in the behaviours of employees at work, their relationships with other members of their workgroup, and their relationships with their superiors/managers.
People who are engaged are responsive, interested, and share ideas— and recognise the contributions of others.
Just as importantly, they tend to handle conflict and disagreement in constructive ways, working through issues to come to agreement or consensus.
So how do we improve engagement?
We make sure that people know what the company— and their team— is aiming to achieve— overall and in the current period. They understand where their role fits into the bigger picture.
Perhaps the most important factor is that people need to believe their role/job matters— it is meaningful and valued. They know that their individual role, their individual values, and their aspirations and ambitions are known by their superior(s). They have regular contact and interaction with those superiors to discuss their performance, satisfaction, aspirations, and development needs— where they can grow to mutual self and organisational benefit.
They value a degree of choice and control— so prefer a role that offers some flexibility and autonomy. Micromanagement lessens engagement.
All you have to do is to provide these conditions, to be present and accessible to your staff, to communicate on all key issues, respecting staff views and responses. Behave consistently, reinforcing agreed values. Where employees exhibit ‘errant’ behaviours, step in and discuss reasons why.
This is not a one-off exercise— it must be continual and consistent behaviour.
Start NOW – but never stop!