More than 70% of employees are not engaged at work, according to Gallup. And this information isn’t new. The combined number of unengaged and actively disengaged employees remains high from year to year.
You can’t force an employee to be engaged—engagement is ultimately their choice. But you can create working conditions that inspire and empower employees to make that choice. What you want is an engaging culture—a workplace culture that prompts and rewards engagement.
Here’s how you create it.
Define the specific purpose of your organization.
What do you do? What’s your style? How are you different from the competition? Employees can’t be engaged unless they have something to be engaged in. Engagement needs direction, focus. And employees need to know how their role contributes to the organization’s purpose.
Commit to the success of your employees.
If you want employees to work for your organization’s success, you must work for theirs. Coach them. Train them. Help them develop their skills and abilities. They’ll see that you care about their present and future success, and they’ll know that you trust them. And knowing you’re committed to them, they’ll be more committed to you.
Recognize employees who go above and beyond.
In a culture of engagement, just getting the job done isn’t enough. Encourage extra effort by rewarding it. Formal recognition programs are a great way to do this. And by recognizing employees for their efforts, you show them that their work is valued and meaningful.
Encourage criticism, feedback, and innovation.
Every organization could use improvement. Solicit your employees’ ideas. Be open to their suggestions. By giving your employees a say in the organization’s operations and working conditions, you provide them with a sense of ownership. Policies, procedures, and practices shouldn’t all be dictated from above.
Allow for a healthy work-life balance.
Your employees have other commitments they need to attend to. Give them the time to see to those commitments and have a life outside of work, and you’ll get more from them when they’re on the job.
Great performance management can mean the difference between highly engaged employees and those who are just punching the clock.
Watch our free webinar as we discuss the differences between coaching and progressive discipline, with a special focus on ways to encourage employee development and growth.