Organizations want highly engaged employees to associate with them so that they can achieve the desired goals. Achieving the highest level of employee engagement is not a cakewalk, many other drivers of engagement are there too. In fact, not all employees are engaged and dedicated to their work equally, and also don't have the same experiences of the job.. We know that losing an employee cost is anyways associated with both monetary and productivity. So, it is essential for management and HRs to do everything possible to keep high-performers associated with the organization for a long period. This can help in deriving better retention and performance and can be done by focusing more on employee engagement and taking more actions to improve it.
Follow these pointers to keep the workforce engaged and not let high-performer leave the organization
Increase team and employee communication
Communicating about personal experiences is the best way to make employees engaged and keep them connected. Workforce engagement is necessary because when employees feel connected they automatically get a sense of belonging and it becomes difficult for them to leave.
According to research published in the Journal of Business and Management, employees build more positive relationships with their team members when they are engaged. Ultimately, it becomes easy for supervisors to coordinate and interact within a team where there is a positive environment. They can carry forward their interaction in the right direction by following some steps like - training managers to communicate with their team in a better way, encouraging cross-functional projects, developing a culture where employees can share their ideas freely.
Give clear and constructive feedback
Providing clear feedback to employees is highly essential. Managers who often express performance expectations to their employees can experience more engagement within the team. Along with that, he will also observe that employees are less likely to leave the organization.
Giving constructive feedback improves performance, gives clarity regarding which employee is doing well, and provides an opportunity to connect with the team to communicate the areas of improvement.
Provide more learning and development opportunities
It is crucial to focus on employees’ training and development so that they can learn new skills. It is also important for establishing a supportive culture and employee engagement. After training employees feel more excited about their roles and responsibilities and feel confident about their abilities.
Apart from providing traditional training, managers can focus on other ways too, such as offering job rotation, stretch assignments, etc.
Improve team building
Another best way of employee retention through engagement is by increasing the team-building exercises. When employees have a strong bond with their coworkers, have fun while working with them, then they don’t feel like leaving the job. To build an impactful team, managers need to conduct some activities such as offsite group outings, group lunches or ice cream socials, happy hours, and more.
Doing this will ensure that everyone in the team knows each other beyond the professional zone and build a better relationship that will ultimately help in professional success.
Final words
In this hybrid work culture and bigger teams, it is difficult to identify who is more productive and who is not. In such a scenario, those who are performing well feel underrated and those how are not meeting expectations feel saved. So, to eliminate this discrimination, organizations these days are using the best employee engagement tools, like entomo that keeps a track of employees’ productivity, gives real-time data and insights, and helps in the overall development of both employees and the organization.
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One of the major innovations that HR can do for the organization is discovering the employees’ pulse and use the findings to effectively engage all employees within the organization.
A simple Employee Engagement Survey tools help HRs to measure the employee engagement or satisfaction level.
It is highly helpful in forecasting, analyzing or improving their employee engagement initiatives and change management.
Aon, the leading human capital management consultant has influenced over 7,000 organizations, 68 Industries, 156 countries, 18.6 million employees with their scientific employee engagement surveys.
- The best practices of employee engagement initiatives include:
- Building a culture of top-down engagement
This full year of leaving behind the traditional way-of-work and shifting to a new “normal” has brought more ways to challenge an employee-manager relationship than ever.
Being part of a once-in-a-lifetime crisis offers quite an acute vision to convince it as “a normal way of life”, especially in the case of a business environment.
Today, employees stand rooted out of their routine and are confined to work within the same four walls- with added responsibilities and lesser resources.
The acceptance and acknowledgment of this emotional-roller-coaster of a situation are exactly what remote employees need at the moment.
“As many as one-fourth of UK employees could end up working from home for good, bosses anticipate, as companies plan for permanent changes after Covid.” Considering remote-work is expected to stay in the corporate world even after the pandemic settles, managers need to help make it a “new normal” for their employees- irrespective of the obstacles.
As a manager one can not sit idle, let alone ignore the challenges that remote-work culture has brought with it.
