Engaging and motivating employees

The work that engaged employees do is personally important to them. They take pride in what they do and are committed to the long-term expansion and prosperity of the business. Employee engagement and enhanced key performance outcomes are correlated. These results include everything from higher productivity and customer satisfaction rates to lower employee turnover and absenteeism rates. As a leader, you have a big responsibility to make sure that your team members are engaged and motivated.

Table of Contents

• What Is employee engagement?
• Why is employee engagement important?
• How do you keep employees engaged and motivated?
• FAQs
• Conclusion

What Is employee engagement?

The level of commitment that employees have to the company and its success is known as employee engagement. It also includes how driven they are to finish their work. It reflects how much they recognise the company’s values. Additionally, it shows how willing they are to cooperate and work as a team.

Why is employee engagement important?

Engagement among employees is crucial for a variety of reasons.

First, there is a direct correlation between employee satisfaction and engagement. If your team members are unhappy with their jobs, their work performance will show it. They won’t feel motivated. Employee productivity is low when they aren’t performing well due to a lack of motivation.

Secondly, higher employee engagement is linked with higher profitability. It also leads to lower turnover. Additionally, it improves quality and customer service. Higher work productivity is another advantage. It leads to greater loyalty to the organisation and even reduces employee sick time.

Thirdly, employee engagement has a very real impact on business success. Ensuring you keep good employees happy should be considered a part of a business strategy.

How do you keep employees engaged and motivated?

As a leader, you have a significant impact on motivating and energising employees. Check whether you are offering the conditions necessary for employees to feel engaged at work by considering these questions:

• Does everyone understand how their work fits in with the broader organisational strategy?
• Do they know where they are regarding the progress of that strategy?
• Do they understand what they must do to further progress?
• Do workers feel valued and competent in their positions?
• Do they get adequate training, and do you emphasise their strengths rather than their weaknesses?
• Do workers feel that their suggestions are welcomed, taken seriously, and encouraged?
• Is there a productive, wholesome, and positive work environment?
• Are there any concerns about punishment or judgement?
• Are there opportunities for employees to be challenged, learn new skills, or assume roles of authority?
• As a leader, do you behave honourably, with respect, and with goodwill?
• Do you show strong emotional intelligence and transparency, and are your actions and words consistent?

Encourage your staff to be authentic. Managers risk causing conflict and resentment. This happens when they demand their team members act in a certain way or have the same motivations. Reward staff members for being unique. Pay more attention to the activities they are engaging in. Focus less on the activities they’re not involved in. These activities are better aligned with their personalities and interests. Encourage employees to be true to who they are. Then, help them use their natural talents to produce the results they want.

FAQs

Q1: What is employee engagement?
Employee engagement refers to the level of commitment employees have towards the company and its success. It includes their motivation to finish their work. It also encompasses their identification with the company’s values. Finally, it covers their willingness to collaborate and work as a team.

Q2: Why is employee engagement important?
Employee engagement is important for several reasons. Firstly, it directly affects employee satisfaction, which impacts productivity. Engaged employees are more motivated and do better. Secondly, higher employee engagement leads to increased profitability and lower turnover. It also results in improved quality and customer service. Additionally, it boosts productivity, increases loyalty, and reduces sick time. Lastly, employee engagement contributes to overall business success and should be part of a strategic approach.

Q3: How can you keep employees engaged and motivated?
As a leader, you can play a significant role in motivating and energising employees. To keep them engaged, consider the following:

• Ensure employees know how their work aligns with the broader organisational strategy. Explain what they need to do to contribute.
• Make employees feel valued and competent by providing adequate training and emphasising their strengths.
• Encourage and welcome employee suggestions, taking them seriously and providing support.
• Foster a positive work environment without fear of punishment or judgment.
• Offer opportunities for challenges, skill development, and growth within the organisation.
• Lead by example, exhibiting integrity, respect, transparency, and emotional intelligence.

Q4: Why is it important to encourage employees to be authentic?
Encouraging employees to be authentic is crucial. Demanding conformity or motivating them in the same way can lead to conflict. It can also cause resentment. Recognising and rewarding employees for their uniqueness allows them to leverage their natural talents, which leads to better results. By embracing their individuality, employees can contribute their best work and feel a sense of fulfillment.

Q5: How can managers encourage employees to be true to themselves?
Managers can promote authenticity by observing the activities employees engage in. They should acknowledge and recognize their efforts in those areas. Managers should appreciate their employees’ authentic behaviours. They need to align tasks with their personalities and interests. It’s important to encourage them to use their natural talents to achieve desired outcomes. Emphasising individual strengths and allowing employees to be true to themselves fosters a positive and engaged workforce.

Conclusion

As a leader, you have a big responsibility to make sure that your team members are engaged and motivated. Employee engagement and enhanced key performance outcomes are correlated. These include everything from higher productivity and customer satisfaction rates to lower employee turnover and absenteeism rates. Check whether you are offering the conditions necessary for employees to feel engaged at work.