Embrace a holistic approach to professional development — from attending conferences to meetups and hackathons, let employees hone their skills in the way they learn best. Instead of offering rigid learning opportunities, the key is to provide employees with the tools and opportunities for self-directed development. Succession plans make employees feel like they are headed somewhere, which is crucial to keeping them engaged in their role.
Addressing these leadership roadblocks has been proven by industry-leading organisations to dramatically increase employee engagement. Starting off on the right foot has a huge role to play in whether an employee feels engaged in their role. Onboarding and training is when employees learn how to properly do their job, and provides an important chance for them to engage with you, ask questions and clarify concerns.
One SHRM survey reports that one-third of new hires leave their jobs after six months, which highlights the need for meaningful, engaging onboarding processes in organisations of all sizes. Properly training new hires is one of the most important steps you can take to ensure employees are engaged at work. Consider implementing learning modules into your onboarding experience that walk new hires through everything needed to upskill in their role, through to important but dry compliance processes like Health and Safety training.
You can use off-the-shelf learning courses for this, or create your own learning modules uniquely tailored to your organisation.
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This will not only help new starters assimilate into your company culture faster, but it will also help foster employer brand allegiance from the beginning. Technology is one of the most powerful tools an organisation can leverage to develop employees and keep them engaged. Investing in developing your talent can make employees feel far more valued in your organisation than a bonus would. In a recent survey that looked to identify the drivers of employee engagement, close to half the respondents said they found meaning in their sense of personal achievement and thrived on personal challenge.
Identify your high-performing employees and set them weekly, monthly or yearly challenges. Gaining buy-in from employees can be the difference between a collaborative, agile business and an organisation stagnating in its old ways. The employees were energized, including some benefits:. Employees are being recognized without any Starbucks gift cards needed. Providing networking opportunities can encourage your employees to bring fresh ideas and best practice knowledge into the workplace.
Introduce your employees through formal and informal networks both within and outside the organisation. Ideas include bringing together teams from different departments for a workplace lunch, organising internal hackathons or sending chosen employees to industry conferences or expos. Through access to social networks like LinkedIn, Twitter, Slack or Yammer, people can support each other in knowledge sharing and problem solving at the click of a button.
This increases overall job satisfaction and the ability to cultivate strong professional relationships. Recruitment coach Ross Clennett identifies a trifecta of factors that lead to employee engagement:. Then look at ways in which you can increase autonomy, ensure everyone is competent and show them the bigger picture.
This requires a culture change across leaders at all levels but is hugely worth the effort in increased loyalty and efficiency. These days, companies are a diverse blend of full time, part time, contingent, contract and flexible employees. What motivates a freelancer will be vastly different to what motivates a full-time staff member. A proactive leader might think about it in terms of the virtual talent warehouse , rather than a permanent workforce.
With the new capabilities that AI, cognitive computing and robotics will unleash, a new suite of solutions presents itself when it comes to bridging skills gaps. A work relationship is like any relationship. A bit of give, a bit of take. Ensure you have the tools in place that make learning fun and easy to access. Creating comprehensive training programs is not just crucial for keeping employees engaged and invested in their role: it also pays off.
Almost no one washes their rent-a-car before returning it, but we do fill it up with gas. Likewise, leaders need to avoid the short-term temptation to take away employee accountability for their meaning. Employees should feel like they have the agency to make choices that help them reach their desired outcomes. Did I do my best to build a relationship with my boss?
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To create a positive work environment? To earn my pay? To get along with my peers? Sometimes, all it takes is to find a role for this team member that makes better use of their talents. Cultivating an environment that promotes deeper employee engagement takes commitment, hard work and courage, but the benefits will deliver the most outstanding results for your people and your business.
Organisations can consider implementing the following initiative:. Healthy minds lead to healthy business performance and productivity. The Australian Government is encouraging employers to invest in employee health and wellbeing. Their belief is that workplaces which adopt health and wellbeing programs often attract and retain employees and are able to drive better business performance. Supporting health and wellbeing at work could range from offering staff discounted gym memberships to hosting lunchtime yoga classes in the office.
It could be as simple as replacing the biscuit tin in the team room with fresh fruit options. Collaboration is important for employees to feel included and engaged. Studies show teams that share leadership responsibilities, interpersonal interactions and a cross-functional mentality have lower levels of conflict and stress, and higher levels of overall satisfaction. Encouraging cross-functional collaboration means breaking down internal silos and stepping out of traditional hierarchical team structures. Intrinsic in cross-functionality is the idea that anyone in the organisation can contribute their skills to a problem — regardless of their seniority or tenure.
All employees in an organisation play a critical role in ensuring everyone is an engaged and contributing member of the team. Fostering a culture of teamwork and problem solving encourages employees to think outside the box and solve problems within their teams, rather than relying on guidance from management. Developing good relationships with coworkers is crucial to cultivating a sense of engagement in the workplace. Research shows us that the relationships an employee cultivates with their co-workers and supervisors has a direct influencer on their psychological sense of meaningfulness at work.
This sense of personal meaningfulness and contributing to a team is crucial to foster employee engagement and motivation in the workplace. Two out of five employees feel that relationships with their co-workers are very important to their satisfactions, studies have shown.
Encourage company practices that see workers regularly interacting and working with each other: this creates a sense of community and shared purpose. These can include daily routines like standups with team members, messaging platforms like Slack and Trello that encourage cross-team communication, to company events like bootcamps and getaways. Take a holistic approach that acknowledges the importance of social responsibility in the workplace, and in life. Della Wolfe of business management consultancy service The Curve Group says empowering employees to engage with charitable activities at work is a great way to improve employee retention.
Of the top three factors that contribute to employee engagement is the opportunity to contribute to the success of the organisation, according to a study on employee engagement conducted by the Penna Institute. In the study, close to half the respondents said that the opportunity to contribute to the success of the organisation created a positive work experience that led to personal development and satisfaction in their role. One of the most powerful tools for engaging your employees is creating a strong employer brand. Having a clearly articulated employer brand offers a sense of direction and adds meaning to each employees work.
That means organisations should take a holistic approach to attracting talent that allows them to build on their corporate reputation. Encouraging friendships and organic communities to form outside structured company events can lead to more engaged employees.
Organisational psychology tells us that the more friends employees have at work, the more engaged they are in their role. This is compared with an engagement rate of sixty-nine per cent in employees with 25 or more work friends.
Encourage informal communities to organically develop within your organisation outside of formal social events. These communities will often naturally emerge if you step back and create the space for them to develop and flourish. Long hours in the office are no longer the hallmark of a passionate, engaged employee.
True engagement means meaningful, thoughtful work is being done.
Often, allowing flexibility in the work week can be a way to achieve more productive output. Create a flexible work culture that encourages productive, focused work: not meaningless busy work. From flex time to remote work, sabbaticals and secondments, flexibility can keep your employees engaged and challenged. Employees want to work with people like them because it makes them more comfortable and makes the working environment a little more pleasant. The result is more productive teams.
Along with more approaches to problems, diversity also introduced more ideas from people with different backgrounds. In more diverse groups, ideas from people who differ from everyone else are less likely to get shot down, leading to new ideas that could drive companies forward, and producing better results. More creative teams produce better results, and this gives your company a new quality of product that could boost both your consumer and employer branding. Incentivizing more kinds of people to apply for jobs at your company leads to better work, and it could help you avoid lawsuits.
These are just some of the reasons your company needs diversity. Once you get over some initial uncomfortable situations, your business and your employees will thank you. The best way to retain an awesome workforce is to serve the needs of your employees so that they can best serve your organization.
With some simple tweaks, work-life balance can be sustained to meet the needs of seniors and keep them employed.
Here are some things you can offer your senior employees… although the best part is that all of these benefits can be made to serve all of your employees, directly and indirectly:. Project managers have a unique role in helping companies and employees work together to accomplish a reasonable work-life balance. These professionals are often tasked with the responsibility of supporting team development and challenging industry working condition standards.
Creating The Workforce and Results You Seek | KSA | Souq
Ultimately, these are tasks that are crucial to individual and organizational productivity in the workplace. To help you begin fostering a culture of balance in the workplace, here are 10 ways to encourage work-life balance among your employees. It is important to maintain a sense of consistency and organization in your company structure because employees generally feel less anxiety if they know what to expect day-to-day as often as possible.
Another great way to connect the dots between work time and out-of-work time is to offer community engagement activities that are meaningful and beneficial. For example, you could consider offering eight hours per year of paid volunteer time to your employees as an incentive to get involved in important community causes. Create a designed quiet space in your office where employees can take a mental break when they need to.
This space should be uncluttered and free of all company materials. Instead, fill it with luscious plants and flowers, comfortable seating, some light reading material, and perhaps some soft music. Establish a precedent that this space is not an employee lounge that welcomes chatter, laughter, venting, or meetings.