A guide to employee engagement
In a survey of over 4,000 candidates and their employers, we discovered that than 1 in 4 employers are struggling to keep their team engaged at work.
So what can you do to keep employees happy, engaged and productive for years to come?
Hit the ground running
The quest to keep employees engaged begins the moment they join. Research shows that almost a third of new employees hand their notice in within the first 6 months of joining. This costs you money, time and possibly even trust within your business’ key departments.
Ensure new starters are properly inducted and have a clear on-boarding and training process. No-one likes to feel out of their depth, so do all you can to help them hit the ground running. This also extends beyond readying them professionally, and small touches such as a welcome lunch can work wonders in helping new team members to form essential bonds with their peers.
For current employees
With so many employers struggling with engagement, it’s also time to take a look at your current team. Here are our key tips for keeping your team engaged.
Focus on clear messaging from management down. This takes the form of newsletters, regular team meetings and an open system for staff to provide feedback. It’s important to keep employees aware of the bigger picture, and the “why” behind what they’re asked to do.
2. The work environment
Keep it stimulating; ask your team what they’d like to see around the office. It could even be as simple as providing adequate tea and coffee facilities to reduce the time spent leaving the building in search of a decent cup of tea. Even if changes take time to implement, merely having their voices heard will help staff feel valued, respected and ultimately, engaged.
Alongside competitive salaries, introducing incentive programmes can be hugely beneficial. By recognising high-performers, you can encourage healthy competition in a culture of productivity. Consider your budget, and look to implement awards which recognise excellence.
4. Training and development
But it’s not just about money. People want develop professionally and hone their skills. It’s important to not let a bright spark go dull. Offer training to keep them motivated and excited about their future prospects within your organisation. Totaljobs research revealed that one of most important factors for job satisfaction was career progression and development. So much so that it was selected by 4x as many candidates as a strong benefits package.
Nearly half of employers told us that they work hard to promote the forming of employee relationships. Through involvement in team projects and extra-curricular activities you can build a strong team-bond. Consider arranging non-work-related activities. An afternoon out of the office may feel counter-intuitive for productivity, but can work wonders in the long run. The importance of these relations cannot be understated, with 92% of employers telling us that strong work relationships make people more engaged with their job.
6. Hire smarter
Also consider cultural fit when hiring. By assessing the fit between candidates’ personality characteristics and your company culture, you can minimise the risk of hiring those who may struggle to fit into your very unique workplace. Psychometric testing has evolved and new data science tools such as Good&Co can allow you to assess a candidate’s persona, and how they would fit within your team, giving you the best shot of getting it right first time.
Through these steps you can ensure that you not only hire smarter, but keep a productive team for longer.