Remarkably, employee engagement has become a topic in business because, well it has become a topic in business. Rather than perpetuating the oft repeated mantra, “Our people are our greatest asset” companies react to engagement rather than act. Meaning, employee engagement becomes an issue only when the bottomline dips. Imagine your business really like a family. No really. Bad managers are more likely to proliferate your company than bad employees. Improve your managers and you will improve the quality of your people not to mention improve customer satisfaction. Here are a few tips from Gallup.
Here are some steps larger companies can take to boost engagement in their workforces:
- Establish effective feedback systems. Large companies often struggle with the top-down flow of information from leaders to the front line. The problem gets worse when the information needs to flow uphill. To meet employees’ information needs and ensure that workers feel that leaders hear their opinions, companies need to establish working channels to gather feedback from all levels of the organization.
- Some leaders have an open-door policy, and this can bolster employees’ perceptions that their opinions count. But unless the organizational culture truly embraces employee feedback — and workers feel managers or leaders won’t punish them if they share information — employees will probably share their opinions with one another but not up the line.
- Create opportunities for employees to learn and grow. In small companies, employees often take on multiple roles. As companies grow, employees need more information about their opportunities for learning and growing. Working on different projects or project teams allows employees to contribute their talent in different ways, helping them build their skills and internal networks.
- Managers are the key to helping employees develop. A manager needs to understand his or her employees’ development goals to help them cultivate their talents by creating a development plan.