Employee engagement in certain sectors has experienced a bit of a rollercoaster in recent years, with company redundancies and decreased employee appreciation programs as an example of just two of the reasons for its ups and downs. As all business leaders know, low levels of employee engagement can severely affect productivity, growth and bottom-line. Therefore it is necessary for companies to consider how they are engaging with their staff to encourage higher levels of performance, dedication and loyalty. Whether it’s making changes to company culture, implementing an on boarding process or offering employee development and management opportunities, these are just some of the ways businesses can inspire and engage with their employees.
It all starts with company culture, meaning, it is important for companies to recognise their own levels of engagement if they want to see the same reflected by their employees. So, while it is up to the employee to perform their best work and act in the most professional way, it is also up to the employer to build an engaged workforce through inspired leadership and a commitment to values.
Hiring the Right Person for the Job
Hiring the right person for the job goes hand-in-hand with having a positive impact on employee engagement – those who are engaged are more creative and have greater job satisfaction. To drive engagement from the start, an employer should consider a few things, for example:
- Creating job descriptions which are easy to understand and a realistic portrayal of the role
- Ensuring the candidates career objectives are aligned with the advertised position
- Evaluating whether the candidate’s experience and attitude is the right fit for the company’s culture
Manage the Hiring Experience and Understanding Attitudes
During the hiring process, employers should set expectations for new employees on how they will be treated if they become a member of the team. By engaging with them in a way that keeps them informed on where they are in the interview process, an organisation is demonstrating efficiency and respect, two proven ways to engage candidates from the beginning. By having the interview process move quickly, a company is also guaranteeing that the best talent possible is hired. Implementing a good step-by-step procedure with an individual touch, keeping a speedy turnaround and having great open communication channels are all crucial to acquiring engaged staff from the start.
It is also important to recruit new employees who align with the way the company leads, thereby enabling both personality and work ethic as significant elements in finding the correct person for the role. Employees with the highest engagement are usually inspired by their day to day work or working with an employer or cause they care about.
Before a new hire begins at any organisation, it is wise to ensure a few actions or simple gestures take place to help drive engagement. These can include a welcome email from the CEO or Managing Director, or perhaps even a short, personalised video if the technology is available. An invite to lunch is always a great way to help a new hire feel welcome, helping to set the stage for positive engagement.
A lot of effort goes into finding the correct person for any company and also keeping them engaged throughout their careers. Employees who are fully on board demonstrate higher levels of commitment, loyalty and performance. So by investing in and developing your staff, companies are directly managing engagement levels and creating an environment which is comfortable, productive and efficient.