Engaging employees in their role

on 27 February 2016
How  engage employees

You can bet your bottom dollar, at least one member of your team has lost interest in their job and your company, it may only be a temporary thing or it may be a little more serious and long term. Don’t worry, you’re not alone, in research from the USA it was suggested that as many as two thirds of employees are not “engaged” in their job.

It can be very difficult to ascertain if your employees are engaged with their job or merely going through the motions. Unfortunately it’s not enough to simply see if they are completing their work load. To ensure you hold on to your key staff it is important you scratch below the surface to see if they are still fulfilled in their role and the organisation before it is too late and you’re in receipt of their resignation.

What causes discontentment?

We all needed to feel we have a purpose; this is true in all sorts of situations but particularly when it comes to work. Employees need to feel and see how they are contributing to the bigger picture of the company. Every employee should contribute to the business strategy from the directors pushing forward to the facilities team ensuring a positive working environment and the IT Team making sure the systems are fit for purpose. It’s hard to feel motivated if you can’t see the difference you’re making.

Following on from this, if employees can’t see where they are adding value they often feel they are not appreciated for the hard work they put in and wonder why they bother.

Like with many things, communication is the key. It’s important that line managers communicate the company objectives, how the roles within their team are expected to contribute to them and praise the hard work and results of their team. The real key to getting this right is understanding the individuals in a team and not treating all employees the same, this in itself is a real challenge.

How to engage your employees

If you read lots of “engagement” articles from business gurus they talk about the “engagement spectrum” which is really a fancy way of having a scale of happiness and fulfilment for each of your employees, the spectrum has up to five categories to define employees, from highly satisfied, through to highly dissatisfied. The first step in the process is to work out where on the scale each employee sits.

The next stage for a business is to be able to profile the personalities of their individual employees so they can work with them at a personal level to increase their engagement. People tend to fall into one of five categories. 

  • Networker — an employee who prefers to communicate with and encourage others.
  • Perfectionist— this employee likes to study and find the best solutions to problems.
  • Task plodder — a team member who focuses on completing a series of tasks or projects.
  • Mentor — a person is most engaged when he or she is teaching or mentoring.

In most instances employees will fall into more than one category, you could have an employee who likes to study the best solution and then communicate it with other for the greater good of the team.

Once you’re able to identify and understand what motivates your individual team members based on their personalities and desires you will be able to better engage with everyone and create a happier workforce by ensuring people are in the right job. This in turn will increase satisfaction and improve employee retention, a win win all round.

 

 

Source: ERE Media

Image from Freepik.com
 


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