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How to Create an Engaging Workplace for Your Employees

Creating engagement at the workplace will have a direct impact on the productivity of your business. Low levels of engagement won’t get the job done as effectively, so keeping your best employees engaged should be a top priority.

A business with engaged employees will show a 10% increase in customer ratings and a 20% increase in sales. As the statistics suggest, employee engagement affects productivity.

In this article, we will dive deeper into employee engagement at the workplace and see how you can create an engaging workplace.

11 tips you can follow for increasing employee engagement at the workplace

1. Use employee engagement software

Employee engagement software is a straightforward way to engage employees in the workplace. However, using the wrong tool might increase turnover rates, cause more expenses, and increase time consumption.

Key features of employee engagement software will include:

  • Engagement surveys: A basic employee engagement feature that is typically used to collect employee feedback.
  • Cutting-edge analytics: Visualizes feedback distribution across your team and assists you in making data-driven decisions.
  • Actionable insights: Automates action plans based on the survey results and for increasing the return on investment for employee engagement.
  • Customizable survey templates: Team managers and HR leaders can quickly start their surveys using suitable templates.
  • Feedback: Giving necessary feedback is incredible for increasing your employee’s morale.
  • Anonymous conversations: Gather honest insights from employees while you try to make adjustments and see their pain points.

What is the best employee engagement software you can use? Here are some of the top ones:

  • Leapsome
  • Clear Review
  • Elevo
  • Glint
  • Happiness Index
  • Officevibe

2. Encourage a bottom-up approach

It’s always excellent to conduct surveys and questionnaires that encourage your employees to express their concerns and opinions. Surveys are a perfect way of discovering more about your employees’ thoughts about your business.

As we mentioned above, use anonymous conversations in your surveys to ensure that employees give honest opinions about what they think about the business. The more you ask for opinions, the better it’ll be for respecting your employees and increasing their self-esteem.

3. Don’t forget about two-way communication

Promoting two-way communication is important for employee engagement. Organizations that disregard other team members’ words can lower employee engagement rates. Transparency increases trust between employees and allows them to understand better what type of corporate decisions to make, which directly affect the workplace, and how they deal with daily situations.

Is passing on information enough? No, it won’t be. Therefore, you need to ensure communication is two-way because when employees feel ignored, they’ll be discouraged and might leave. Top business leaders always leave a door open and don’t only operate on their own beliefs.

4. Train the other managers

Organizations interested in their team’s success will develop talent development programs that include training managers and improving coaching skills. In addition, it’s never a bad idea to assign a mentor to each individual. After all, all people want is the right guidance.

89% of employees with mentors feel more valued at work. If your business isn’t taking advantage of the power of one-on-one meetings, then you are missing out. This is quite easily one of the easiest ways for teams to coach each other, with managers directly reporting to the rest.

5. Making your onboard experience engaging

Employees will have an idea of your business from the first day of work. It’s up to everyone to increase employee engagement. Leaders have many opportunities for increasing engagement, so everyone can be held accountable. What are the primary responsibilities of leaders? Here are some:

  • Helping new employees feel welcomed
  • Assisting employees in increasing resource access
  • Communicating clearly and directly
  • Introducing new employees to others and making them feel comfortable

Employees who have a more positive onboarding experience are nearly three times more likely to be satisfied at work than those who do not. It’s never a bad idea to plan activities for new hires. Consider organizing happy hires or even starting a new program involving new hires. Even if your company works remotely, you can always fix this.

6. Be a leader, not a boss

A boss is good at telling people what to do; a leader is good at helping people finish their work. There’s a big difference between the two, and it’s important to notice the difference. The majority of disengaged employees are the result of managers who are only good at telling their teams what to do.

Employees should freely ask for feedback more frequently, so they can always feel engaged and not demotivated by the lack of coaching skills. Finally, remember to thank your employees and keep them hungry for growth.

7. Manage conflict

There may be misunderstandings at the workplace, but you should never let them take advantage of your business. Everybody is different, and a toxic work environment can easily happen if you don’t set the right rules. It only takes one toxic person to influence how others feel.

Managers claim that up to 25% of their time is spent managing conflict at the workplace. Therefore, it’s important to effectively manage it so you don’t run into any long-term issues that may create a negative working environment. Even the best workers will leave quickly if the workplace is toxic, so pay close attention to them.

8. Encourage flexible schedules

After the COVID-19 pandemic, remote work was widely encouraged by most employees. Now, employees are used to working from home and are more interested in returning to the office than they once were. Hence, the hybrid working model has become popular among most organizations.

Usually, employees will work some days at home and some days at the office. Alternatively, it might be one week at the office and then remotely. It’ll all depend on what you agree on with your team.

9. Grant autonomy

Autonomy is an excellent thing to have in the workplace. However, granting it to your employees doesn’t mean you are doing anything wrong. Allow your team to manage themselves and not be dependent on anyone. Independent teams have lower business risks and are a better option for the business. In short, it encourages the best results the team has to offer.

After all, it’s easier for managers to focus on more important tasks than always having to deal with fixing mistakes.

10. Invest in your team’s personal growth

Personal growth matters a lot. It’s part of our daily lives and will follow us. Every human asset you acquire should be invested in. This is an excellent choice for benefiting in the long term. Running a sponsorship or training program instills loyalty in employees.

Always remember that most employees will appreciate companies supporting them in their professional and personal careers. Remember to consider this part if you want to retain top talent and have engagement rates at the highest level. Ensuring personal growth beats everything else.

11. Hire skilled managers

In this case, both professional and personal skills matter. Make sure to closely analyze what kind of personality the managers you hire have. Then, put them through a test as if they were already working at your company to see how they’ll do. In several cases, employees rarely interact with top executives but have daily interactions with their managers.

Ask yourself if the managers you are hiring can manage a team and promote their personal and professional growth. Will they be the primary factor, increasing employee engagement or decreasing it entirely?

Most employees will join a company but quit because of a bad manager. This not only increases turnover rates but also directly impacts the budget and success of the business.

While organizations can educate managers on how to engage with their employees, hiring a capable manager is always a better idea. First, pay attention to their background and see what kind of special personal skills they have. Afterward, everything will become easy.

The conclusion

This is how you can directly contribute to an engaging working environment and make your employees happier. Employees will try to do their best, but you must show them your appreciation and recognize all of their hard work.

Most managers think it’s not a good idea to invest in employee engagement, but afterward, they have high turnover rates and waste less time and money trying to hire people for the same position over and over.