There are few more critical aspects to organizational success than employee engagement. If engagement is considered to be an investment in the future, then there is a better chance that each employee will have an increased opportunity to contribute, have additional work satisfaction, and stay longer as loyal employees. But employee engagement is a continuous and permanent process that takes an enormous amount of leadership involvement to pursue the improvement of each and every team member.
We offer five strategies that make the challenge of employee engagement a little less challenging:
- Recruiting: Engagement starts here in the interview process. Good interviews, good questions, good interaction, and good responses make for good employees. In recruiting, it has to be all good for engagement to happen.
- Onboarding: An office or cubicle is just the start. Training is essential. It is important that each new employee gets adjusted with both the culture and the climate quickly as the future begins.
- Coaching: It is good idea to appoint a veteran employee to spend some time with the new employees to get them up-to-speed. These “coaches” should get perks based on the new employee’s productivity. The organization wins and the employees contribute.
- Basic Training: In leaner economic times, employees have to do more with less. It makes sense to engage and develop people who can back up others and maintain continuity if problems arise.
- Open Communication: Any employee should have the ability to walk into a manager’s office and get guidance and assistance. No one should be too busy to take a minute to assess a situation. The response might come later, but the listening has to be immediate.
Employee Engagement is not only an important discipline, it is integral to the organization. It is a priceless aspect of both growth and success.
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