5 Tips for Developing and Sustaining Employee Engagement

Employee Engagement.

In the same way that users of social networks engage with their favorite creators, you want your workers to engage with their work. However, these energies constantly fluctuate, and if you still lack knowledge of employee management, these levels may be even lower.

However, we would like to start this article on a positive note, and that is that after a massive drop in employee engagement levels in 2020 - a product of the pandemic and its difficulties - 2022 brought a wave of good energy for employees who increased its engagement reaching a record-high 23%, reports Gallup's State of the Global Workplace: 2023 Report.

However, more is needed to eradicate the problem of disengaged employees; low engagement costs the global economy 8.8 trillion dollars, or 9% of the global GDP.

Fortunately, for both managers and business owners, there are strategies to keep your employees engaged. If you learn to apply them effectively, you will see how the workflow within your company increases exponentially.

To help you achieve this goal, in this article, we will give you five tips for developing and sustaining employee engagement. 

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What Drives Employee Engagement?

Motivation goes hand in hand with the engagement of your employees, which is why it is good always to apply policies that promote this flow of "creative and empowering energy" within your company.

You must first create a sense of belonging among your team, those mottos and beliefs that will produce "the tribe of your company."

Based on what history has taught us for millennia, since the beginning of humanity, great empires were created around beliefs and myths that had meaning for an entire civilization. Let's go from the Romans to the Chinese. All of them created the foundations of a solid and ancient culture because they created visions, missions and beliefs that gave that sense of belonging to all its members. Read this complete guide on digital marketing funnel and then choose the right digital marketing channel for your business.

Jumping into the business world, it is good that your company also has this vibe of values, missions and beliefs that makes each employee feel part of a larger whole. You give them the feeling that they belong to a select group, increasing their engagement since they feel welcome within this tribe.

Now, as we said at the beginning of this section, the policies that you implement as a leader of your company will be the other significant factor that will drive employee engagement since these are, so to speak, the benefits of being part of your company beyond the prestige. This factor is of such importance that in a 2019 Employee Engagement Report, nine of the top 10 drivers of engagement relate to the company and its senior leaders. Among the great employee engagement drivers that you should focus on, we have:

• Respect and transparency
• Retroalimentation: Accept ideas, suggestions and feedback
• Employee rewards
• Good career opportunities
• Good work-life balance

Nevertheless, these drivers are just the tip of the iceberg for employee engagement, so we'll explain more profoundly what other information you should apply for this.

Without further ado, let's get right into it!

1- Focus on Employee's Mental Health.

Mental health is a topic that has populated all social media and the world of entertainment, so you must pay attention to this.

That erroneous belief, which many baby boomers and even generation x maintain, that today we all live in the "crystal generation" is detrimental to the engagement of your employees, even more if members of millennials and the z gene are joining your workforce. Mental health is a priority, and it is your duty as a manager that the workflow and policies are maintainable enough not to cause the collapse of your work team.

Not paying attention to these "red flags" within your workplace can lead to what is known as quiet quitting, a phenomenon that happens when someone psychologically disengages from work.

If you have come here to help you with employee engagement, it is because you must have already seen signs of this quiet quitting within your team. 

It's common to see workers in the workplace or logging in remotely, but still, they don't know what to do or why it matters. 

In the end, we see how this is one of the biggest causes of disengagement, where they don't build relationships with their coworkers, managers or bosses, and according to Gallup, 6 out of 10 employees fall into this category.

Many factors play into stress and discouragement for workers; however, Gallup has hit a dominant characteristic among the rest, and if you're a Manager, you'll want to read this.

In the Gallup study mentioned above, we see how managers are outsized in the stress workers feel on the job, influencing their daily stress overall.

The bad relationship between the manager and the workers is even one of the reasons why 51% of employees continue to search for other jobs that provide a better environment for their mental health and, of course, money.

If you want to learn more about what motivates your employees, look at the eight strategies for employee motivation.

As we return to this mental health issue, our intention will never be to point fingers at managers and say that they are to blame. No, at all.

Instead, we help you with ways to better cope with the pace of work and your relationship with employees so that they stay engaged in their tasks with energy and enthusiasm.

Your goal as a manager is to create a healthy workplace where productivity and positive mental health coexist. Your main goal is always making the company earn more money, and we get it, but if you help your employees to be in a good mood, you can reach this ultimate goal more efficiently. Some tips we can give you are:

• Introduce an employee assistance program to assist them with work-related or personal issues that may impact
• Look for first aid providers for mental health.
• Set realistic deadlines, and don't push them too much, only if it is necessary.
• Listen to employees' demands and address them if necessary.
• Spend time with them outside of work to get to know them personally.
• Implement free time or even a 4-day work week.

2- Promote an Environment Free of Prejudice and Discrimination.

Prejudice and discrimination are topics that also cover all the news, so you must eradicate these aggressions or discrimination.

Discrimination is usually directed at three aspects: racism, homophobia, classism, or economic discrimination. Check these Amazon FBA tips to grow your business and see how optimising your Amazon listing could help you grow.

This problem is of such magnitude that the top cause of rapid disengagement at U.S. employers is discrimination in the workplace.

So, on the one hand, all companies must understand the importance of offering a safe space to any sector that may be considered a minority in your country. These toxic discrimination behaviors must be effectively eliminated since they are no longer acceptable in a multicultural world full of diversity. 

3- Encourage Feedback and Effective Communication.

Feedback is a task to which all managers are accustomed. Still, if you want your employees to stay motivated and create closer ties with them, you must encourage mutual feedback, thus creating better communication. 

When you give feedback, you must be open to them sharing their point of view because you can find a solution you are waiting for or even an insight you have been overlooking. Read this guide on E-commerce supply chain and voice search optimization.

When you care about their opinion and their feelings, you make them feel important and more part of that tribe we mentioned in previous tips. 

If you find it difficult to give constructive criticism to your team, look at the 11 mistakes managers make when giving feedback.

4- Create the proper Onboarding Process for New Employees.

Newcomers must be set up for success in their new jobs; if not, they are at high risk for disengagement and, even worse, high turnover.

Because of this danger, you have to provide an onboarding system that makes them feel safe and where they can easily understand the rules, processes and motivations of your company. With this process, you provide new employees with the right tools to be successful from the get-go. 

That is why it is good that you make sure to create an onboarding process that is smooth and with all the necessary information so that they can be the most efficient from the beginning. With the explicit rules of the game, they already have a general vision of what they have to do, and this sense of guidance makes them feel hooked on this new challenge they are about to face.

5- Offer Professional Growth Opportunities.

How do you keep your employees engaged?

That is what we answered throughout these four tips, but we want to close with the one that we consider to be the most important for them.

Most jobs are based on highly repetitive tasks for a specific goal. Going through that cycle countless times during their tenure in your business will cause them to lose focus at some point, and the excitement of that new milestone will feel irrelevant to them.

Workers don't dream of a position where they can fulfill their duties and then collect their paychecks. Everyone needs to grow to stay hooked on the company.

That is why you, as a manager, must provide them with two vital things:

1. The updated and valuable tools to do your job effectively.
2. Opportunities to grow professionally.

Your company should be a place for them to continue growing and learning about their work area.

This tip connects to the point above, and we'll show you why.

So, once a worker becomes good enough in his position and they have already given everything he can, he will be the one in charge of onboarding the next generation. Once they leave the baton behind, he will feel excited for the following professional challenge that precedes it.

In the same way, if you have talents with great potential, you should promote them with mentoring or courses that help them learn new skills.

Read our article on Employee Goal Setting: 11 Tips you need to Know.

Final Thoughts.

Employee Engagement + Happy Workplace = Productive Business.

And since mathematics is always correct, we can ensure that if you give your team the necessary incentives and assurances, they will be committed mainly to performing their duties efficiently.

For this, engagement strategies teach us that a large part of this motivation goes from taking their opinions as necessary to offering them professional opportunities so that they perceive the workplace not just as another duty but as a platform that can project professionally.

If you implement these strategies in your work, rest assured that your business will experience exponential growth thanks to the joint work of managers and employees.

If you want to learn more about business management or topics as necessary for business today as digital marketing, stay tuned for all our articles in Codedesign. If you want advice from our team of professionals, contact us!

FAQS - Frequently Asked Questions

How does focusing on mental health contribute to employee engagement?

Focusing on mental health significantly contributes to employee engagement by fostering a supportive and understanding work environment that recognizes the whole person, not just their output. When employees feel that their mental well-being is valued, their sense of belonging and loyalty towards the company increases, leading to higher motivation, productivity, and a greater willingness to go above and beyond in their roles. Furthermore, addressing mental health can reduce absenteeism and turnover rates, as employees are less likely to feel burned out or overwhelmed. By investing in mental health resources, companies signal that they care about their employees' overall well-being, which can inspire a more engaged and dedicated workforce.

What actions can companies take to create a prejudice-free work environment?

To create a prejudice-free work environment, companies can implement a variety of strategic actions, including developing and enforcing clear anti-discrimination policies, providing regular diversity and inclusion training, and ensuring representation across all levels of the organization. It's crucial to foster an open culture where employees feel safe to voice concerns and report incidents without fear of retaliation. Additionally, promoting diverse hiring practices and offering mentorship programs can help break down barriers and encourage a more inclusive atmosphere. Leadership should actively model inclusive behavior and hold all employees accountable for maintaining a respectful and supportive workplace.

How can effective feedback and communication be encouraged among employees?

Encouraging effective feedback and communication among employees involves creating a culture of openness and trust where individuals feel valued and heard. This can be achieved by training managers and employees on how to give and receive feedback constructively, setting up regular check-ins and feedback sessions, and utilizing digital tools to facilitate ongoing communication. Recognizing and rewarding transparent communication can also motivate employees to share their ideas and concerns more freely. By establishing clear channels for dialogue and ensuring that feedback is acted upon, companies can foster a more collaborative and dynamic work environment.

What are the key components of a successful onboarding process for new employees?

A successful onboarding process for new employees includes comprehensive preparation before the start date, a warm welcome on their first day, clear communication of job expectations and company culture, and ongoing support and check-ins during the initial months. Integrating structured training sessions with opportunities for hands-on learning can help new hires quickly become productive and confident in their roles. Additionally, assigning mentors or buddies can provide new employees with valuable guidance and facilitate smoother integration into the team. Effective onboarding should make new hires feel valued and equipped to contribute to the company's success.

Why are professional growth opportunities important for sustaining engagement?

Professional growth opportunities are crucial for sustaining engagement because they demonstrate an investment in employees' futures and satisfaction. When individuals see a clear path for advancement and development within their company, they are more likely to feel motivated and committed to their work. Offering training programs, mentorship, and opportunities for skill advancement not only helps employees grow professionally but also contributes to a more skilled and versatile workforce. This commitment to employee development can reduce turnover and foster a culture of continuous learning and improvement, ultimately benefiting both the employees and the organization.

How does discrimination impact employee engagement and company culture?

Discrimination severely impacts employee engagement and company culture by creating an environment of exclusion and mistrust. It undermines individuals' sense of belonging and worth, leading to decreased motivation, productivity, and overall job satisfaction. Discrimination can also foster a toxic workplace atmosphere, where employees feel unsafe or unwelcome, resulting in higher turnover rates and difficulty attracting top talent. A culture marred by discrimination can stifle innovation and collaboration, as diverse perspectives are not valued or heard. Addressing and preventing discrimination is crucial for building a healthy, inclusive, and engaged workforce.

What role do managers play in fostering a healthy work environment?

Managers play a pivotal role in fostering a healthy work environment by setting the tone for team culture and behavior. They are responsible for creating a space where respect, collaboration, and open communication are prioritized. Managers should lead by example, demonstrating empathy, inclusivity, and fairness in all interactions. They are also key in identifying and addressing issues that may affect team dynamics or individual well-being, including workload management and conflict resolution. By providing support and encouragement, recognizing achievements, and facilitating professional growth, managers can significantly impact employee satisfaction and engagement.

Can you provide examples of employee assistance programs that support mental health?

Employee Assistance Programs (EAPs) that support mental health often include confidential counseling services for employees and their families, stress management programs, and resources for dealing with substance abuse, financial stress, and family issues. EAPs may also offer workshops and seminars on topics like mindfulness, resilience building, and healthy work-life balance practices. Some programs provide access to mental health professionals and online platforms for self-help and peer support. By offering a range of services, EAPs aim to address various aspects of mental well-being, helping employees navigate personal and professional challenges.

How can a company ensure its onboarding process is welcoming and informative?

A company can ensure its onboarding process is welcoming and informative by planning a structured yet flexible agenda that balances orientation, training, and social integration. Personalizing the onboarding experience to meet the specific needs of new hires, such as offering role-specific training and resources, can make the process more relevant and engaging. Companies should also facilitate introductions to team members and key stakeholders, fostering a sense of belonging from the start. Regular check-ins and feedback sessions can help adjust the onboarding process as needed, ensuring new employees feel supported and valued throughout their transition.

What strategies can businesses employ to offer meaningful professional growth opportunities?

Businesses can offer meaningful professional growth opportunities by conducting regular career development discussions, providing access to training and educational resources, and encouraging cross-functional projects and roles to broaden skills. Establishing mentorship programs can facilitate knowledge sharing and support personal development. Additionally, companies can support attendance at industry conferences, workshops, and seminars. Offering clear pathways for advancement and recognizing and rewarding achievements are also key strategies to motivate employees and invest in their professional growth. By prioritizing continuous learning and development, businesses can retain talent and foster a culture of excellence and innovation.

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