At Rocket Events it is our mission to keep up to date with current trends.
So what’s the word on everyone’s lips at the moment? Employee engagement, that’s what.
To help you keep your finger on the pulse of this engaging topic, we have sourced the 5 most important employee engagement needs by Andrew Graham.
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The 5 Most Important Employee Engagement Needs
– by Andrew Graham ATD
Leaders are the first line of defense for ensuring their employees are engaged.
“Maintaining high engagement levels in today’s workplace is crucial for leaders because the job market continues to improve and restless employees will usually move on rather than remain at a job that doesn’t stimulate them. And as every leader knows, an engaged and happy team is directly related to a healthy bottom line” – Andrew Graham
Having a disengaged, unmotivated team is a manager’s worst nightmare. Unfortunately, the most recent statistics on global employee engagement seem to confirm that many employers are living that nightmare.
Only 13 percent of employees across the globe are engaged at work, according to Gallup’s latest 142-country report on workplace engagement. That amounts to only about one in eight employees or 180 million employees who are actually committed to their jobs. Most employees, about 63 percent, are simply not engaged at all, Gallup reports.
Fortunately, leaders grappling with a disengaged team are not helpless. Research shows that key predictors of how engaged employees are include whether they feel they’re doing meaningful work, can communicate openly, and above all, have a supportive leader. Armed with this knowledge, leaders can employ certain strategies and tactics to improve employee engagement.
Forum Corporation has found that managers usually have the most significant impact on engagement. The best way to fuel engagement is to identify which engagement needs or profiles suit which employees. One size does not fit all in terms of employee engagement, and by pinpointing specific needs to focus on for each employee, keeping employees engaged is much simpler.
Out of these five factors that contribute to engagement, employees generally have one dominant need, determined by their individual personalities, goals, and past experiences.
One way that leaders can ensure employees are engaged is to ensure that they are thinking, “I belong here.” An employee who feels as though she is part of her workplace’s community and has an emotional connection to her organization will be more engaged at work. Ways to ensure that everyone on the team feels a sense of belonging include not holding meetings from which certain staffers are routinely excluded, and regularly soliciting ideas from everyone on the team, not just the select few “stars.”
For many employees, engagement means having a little fun at the office once in a while. Creating a positive work environment that includes fun ways for employees to interact will go a long way in engaging employees. Whether this means having an occasional birthday or holiday celebration in the office, or a more formal annual retreat, employees will have something to look forward to other than the (let’s face it, occasionally monotonous) daily grind.
It’s important for leaders to acknowledge that their team’s efforts are supporting a greater mission or purpose at work. Let employees know specifically how their work is aligned with the organization’s mission.
Another key component of engagement is employee recognition. Most employees want to be recognized by their managers for their hard work. Leaders who fail to implement reward systems do their employees and their companies a disservice. Whether it’s a sizable annual reward or some smaller form of recognition, such as a simple note of thanks, managers should not underestimate the importance of acknowledging employees’ successes.
Offering plenty of opportunities for employees to build their skills should be a priority for leaders looking to increase engagement. After all, talented employees don’t want to stagnate professionally—they want to develop their skills, advance, and thrive. Companies can offer advancement opportunities in a variety of ways, from promotions to in-house training, to college-level courses that the company funds.
While recognizing and addressing employees’ engagement needs is extremely important, leaders also should be on the lookout for the types of issues that detract from engagement in the workplace. These tend to drag employees down and make them feel less motivated to perform well.
Unhelpful or unappreciative managers are by far the single biggest factor in demotivating employees, according to the 2013 Forum Global Leadership Pulse Survey. The second biggest detractor is a negative work climate—whether it’s too stressful, unsupportive, or oppressive in other ways. Employees cited low salaries, unchallenging work, heavy workloads, and company culture and policies as factors that reduce engagement levels.
Maintaining high engagement levels in today’s workplace is crucial for leaders because the job market continues to improve and restless employees will usually move on rather than remain at a job that doesn’t stimulate them. And as every leader knows, an engaged and happy team is directly related to a healthy bottom line
Let Rocket Events share ideas how to best engagement your team. Call us on 09 817 9225 or 021 031 8430 or flick us an email at firstname.lastname@example.org