5 ways to promote employee engagement

People leave for a variety of reasons. A common one is they do not feel supported or encouraged to do what they do best.

The price to replace an employee can exceed 1.5 times their salary. If your employees are dissatisfied, your customers are most likely not happy, too. It’s a never-ending cycle that repeats itself time and time again, costing you unneeded costs in recruiting and customer acquisition costs.

If nearly two-thirds of your workers are looking for work somewhere else, you might have an extremely costly challenge on your hands. One that not only affects revenue but brand reputation too

Companies are harming their profits by not recognising or acknowledging the talents and strengths of their workforce and encouraging them and supporting them to use their abilities. Everyone goes to work, wanting to do what they do best. And be acknowledged for it By pigeonholing your workers, micromanaging them or managing them like they’re a dispensable product, you risk reductions in income and damage to your brand name.

How can you reduce the needless expenses in hiring and client acquisition costs? Try these 5 things to help and support your people in accomplishing what they do best:

1. Listen

People can’t perform what they do best if you don’t recognise what it is they do best. I’m not talking about what exactly you recruited them to do or what is written in a job description. Personnel have plenty of skills they bring to work, and not all are a part of the job description. To ultimately learn what it is your staff do best, you have to engage with them, speak to them, and even more importantly, listen to them. What are their needs? What further skill sets do they bring? How do they wish to be challenged? You need to listen carefully and make tweaks to your style as well as their duties effectively. Encourage ideas and innovation. Assist them to leverage all of the skills they provide to make a big difference.

2. Communicate

Individuals can’t accomplish what they do best if you don’t communicate with them, or they believe they can’t communicate with you. Be open, honest, and also transparent about what is happening within your company. Share the strategy. Share the goals. Show them where you want to take the business. Provide constructive feedback. Give employees the information they need to succeed. Don’t let them feel blindsided or feel stupid. Be congruent. If you say something, mean it. If you make promises, then make sure you deliver. Understand what it is they are doing best and communicate to them how they may do that to be a factor in helping achieve success.

3. Challenge

For anyone to do what they do best, they could need or desire new challenges. New skills to add to their toolkit. Learning and development opportunities. Modify goals to specific roles and tasks as well as tie them to strategic business priorities. It’s not one size fits all. Allow for personal objectives for each member of staff as well so they can accomplish things they feel valuable to their career. Once you know what a worker feels they can do best – support them to get better yet. Enable them to help you.

4. Support

People need leaders, so lead! For people to feel they can do their best, they need to feel their management has their back. Don’t micromanage. Support your employees. Don’t throw them under the bus should a thing not go exactly as intended. Don’t box individuals or discourage innovative ways of accomplishing things. Don’t take the credit for good ideas when the credit isn’t due. Build trust and never break it. Workers have to feel safe and supported in pushing innovation. Support your workers and them in turn will support you.

5. Agility

Agility is often essential for people to feel they can do their very best. Trying brand new ideas, adapting processes, navigating the hierarchy. Undertaking on the tasks workers feel can enhance success requires flexibility, not rigidity. Family challenges can arise. Health issues can arise. Things can take place that may require revisiting job duties, role, or schedule. Offer flexibility and remain agile, not only concerning how work gets done but also when it comes to an understanding. Life happens.

Show your employees – your number 1 asset is them – that you consider them more than just cogs in a wheel and they will be more likely to work much harder at their current job, and less prone to work harder looking for a new one. It’s essential to keep your employees happy. When you make an effort to support your people – they’ll make an effort to support your business.

Need help with employee engagement? Contact Beagle HR today