As one of Overland Park’s leading staffing firms, Morgan Hunter can tell you that engaged employees are more productive; it’s really that simple. Employees who are committed to and satisfied by their work are more likely to show up, get the job done, and aim to do better. The process of getting there, however, is anything but easy. It can be done, though!
To help you engage your workforce – and increase productivity along the way, here are a few tips consider:
#1. Get the basics right.
Employee engagement isn’t rocket science. In fact, many times, employees are disengaged because their basic needs aren’t being met. That means, as an employer, you need to ensure that each employee is in a position that leverages their strengths and interests; your expectations are made clear to them; they have access to the support and resources necessary to do their jobs; and they are given praise and recognition for their work.
#2. Talk to your team.
If your workers are less than motivated, there’s a reason why – and you need to find it. But that can be easier said than done. After all, if the boss asks employees about what they like and don’t like about their jobs, they might be less than honest. However, if a third-party asks the questions – and “who said what” is kept confidential – then employees will feel more comfortable discussing sensitive topics. They’ll also be impressed by the fact that the company is taking the initiative to find out what matters to employees.
#3. Be open about findings.
Don’t spend all that time and energy searching for the cause of low engagement and then keep the information to yourself. Share it with your team. Be open about what’s working, what’s not, and what you plan on doing about it. Also, keep in mind that employees will remember what they shared; so if you ignore their input, then that will contribute to increased distrust.
#4. Deal with the issues.
Once you have a better understanding of what’s causing low engagement or morale, aim to deal with the issues, not assign blame. That means concentrating on what changes, steps, and actions you need to take to improve your culture, then working to implement those changes.
#5. Set the tone.
Get the senior leadership at the company to buy into the process. They should be encouraging employees to participate in the research, communicating what was uncovered and talking about next steps. If it seems like senior leadership doesn’t care about making improvements, then why should your employees?
#6. Follow up.
Once changes have been implemented and the team has had some time to get used to them, follow up and measure progress. During this time period, an open dialogue between leaders and employees should continue so additional input can be received and adjustments made as needed.
And if you need additional help retaining – or finding top talent – let Morgan Hunter know. As one of Overland Park’s leading staffing firms, we pride ourselves on the service and results we provide for our clients. Our approach to corporate search is not only distinctive, but highly successful as well. Contact us today if you’re ready to learn more about how we can help you.