Employee engagement isn’t an issue in hard times…or is it?

Engagement

Tough times call for tough measures, and employee engagement and well-being may be considered ‘soft’ topics.  However, if you have been forced to reduce staffing to minimum levels, service delivery may be severely impacted if you lose anyone else.  In ‘tough times’, productivity and profits are crucial, and the emotional buy-in and commitment by your employees, to your business objectives, becomes even more of a priority.

It is no surprise that employees who experience a sense of belonging, purpose and integration within their workplace, are more likely to be motivated and produce quality work for your business.

Research has proven that highly engaged employees are less likely to be affected by change and, in times of uncertainty, engagement can serve as an anchor.

http://www.gallup.com/businessjournal/125036/despite-downturn-employees-remain-engaged.aspx

So how do I engage employees …with no spare cash?

Effectively engaging your employee does not have to cost you a cent:

  1. Demonstrate and Encourage Sound Leadership

Nothing matters more than good leadership.  We develop connections with people and our managers/supervisors are an important part of the equation.  Consider who you have leading your teams – do they… Inspire? Communicate the vision? Provide effective feedback? Lead by example? If you answered No to some of these questions it might be time to develop who you have at the helm.

  1. Deliver Recognition and Feedback

Recognition does not have to be in the form of monetary rewards.  Your employees are well aware of the market downturn, with the majority grateful for their job and not expecting the bonuses or salary increases they may have received in the past.  However, you can demonstrate you value your employees by being generous with your praise for quality work or noticing additional hours worked.  Look out for employees who go the extra mile and provide recognition and feedback where it is due.

  1. Provide Interesting Work

In today’s market, training and development budgets are almost non-existent. Develop your employees by challenging them with new work and responsibilities outside of their current role?  If you have made some roles redundant, offer remaining staff the opportunity to be trained to learn and take on some of these duties?  Presented in a positive way, this can be extremely empowering for an employee, validating trust and their position in the business as well as enabling you to observe their capability, and future potential.

Author: Warner Consulting Australia Pty Ltd, Alliance Advisor with ATL Network