All successful people and organizations have a support system. Leaders can’t exist without a strong foundation beneath them. When it comes to your work environment, your employees are your support system.
Reasons to make employee recognition part of your regular business operations
Loyalty becomes stronger when people feel valued.
When someone feels like their work is valued, they’re more likely to produce more.
A stronger worker-employee connection can help leaders learn more about employees.
At the end of the day, people deserve to be recognized for their work. It’s important for employees to feel a sense of purpose and feel like their work has been acknowledged. As a result, those in leadership roles are better informed and feel more empowered in their own positions.
The Great Engagement: Engage and Mobilize Employees Program
To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.
Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
A recent Deloitte study goes into detail about the worker-employer relationship and the ways in which leadership plays a role in employee engagement. Deloitte explains succinctly, “Workers look to their leaders for clarity and expect them to model commitment to purpose.” In other words, employees depend on those in leadership roles to pave the way for them to properly carry out their work. Leaders have the responsibility of executing whatever is necessary to fulfill their goals. They are expected to adapt to their business environment, shifting gears wherever necessary.
Engagement Starts from the Top
Employees are much more likely to be engaged when they have a strong leader before them. Even if a business appears to be a well-oiled machine, there is always a need to constantly evolve and take new things into consideration.
It’s important to build strategies with evolved metrics that consider things like:
-Diversity and inclusion
-Societal goals
-Community involvement
Like many things, engagement starts from the top, and the same Deloitte report explains how 80% of executives in the focus group claimed “leadership readiness” as one of the biggest barriers to evolving current business strategies. As a result, it’s becoming increasingly important that leaders take the initiative to be educated on these evolving metrics and find a way to implement them into existing strategies or create new ones.
A Common Commitment to Purpose
Howard Shultz of Starbucks loves to remind his audience:
“When you’re surrounded by people who share a passionate commitment around a common purpose, anything is possible.”
For everyone to get on the same page so that a common purpose can be fulfilled, you need to connect with your team. To put it simply, if you want your employees to engage better at work, you must make sure you’re communicating in ways that resonate with their unique needs. There are a few different ways to create a purpose-fueled work environment”
Encourage others to express their passions, especially in connection with their work.
Ensure those from diverse backgrounds feel like their needs are being met.
Empower people for being different—make everyone feel seen and heard.
Gain an understanding of everyone’s social goals and concerns.
Focus on the meaning of what you do when communicating tasks.
A Purpose-Fueled Experience
Once you come up with a strategy for those in leadership positions, you can get the ball rolling for the rest of your staff. You want to make sure all leaders are on the same page when it comes to your purpose. After all, your employee engagement depends on this connection and tangible commitment to purpose. Once your employees feel the effect of your changes, you can expect:
Employees acting more present in their work.
Better collaboration among teams.
Smoother communication between different levels of employees.
The Bottom Line
When you focus on how leadership affects employee engagement, you are putting yourself in a much better position to get positive long-term results. Energy is passed down from one level to the next, so you can’t expect your lower-level employees to exhibit impeccable engagement without addressing the engagement of your leadership first.
The Great Engagement: Engage and Mobilize Employees Training Program
To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.
Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
If you’re running a business, you already know how valuable time is. Every free moment can be allocated to something that will help the organization grow.
When you have more engaged employees, you’ll spend less time micromanaging and have a lot more time for:
· Addressing any backlogs in work and evaluating employee performance to find room for improvement.
· Working on projects you might not usually be able to justify spending time on.
· Engaging in activities that you might not typically have time for, but that might be beneficial to the business, like networking events.
As a leader, you want to always put forth your best effort. Each day you’re setting an example for the people who work for you, and when they are invested in work, it leaves room for you to reach your full potential.
To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.
Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
Simply put, happier employees are easier to manage whereas unhappy, disinterested employees are more difficult. If you want to reduce workplace issues like firings and other unpleasant hassles, you’ll want to start by encouraging employee engagement.
When managing your teams, keep in mind:
· People work better when they feel like what they’re doing means something.
· Positive reinforcement is underestimated—and free.
· Listen to employee feedback and make a genuine effort to attend to reasonable requests.
When it comes to curating the right work environment, managers are responsible for much of the energy that envelops the office. With that in mind, you want to make sure you foster an environment that makes people want to return to work the next day, not savor every moment leading up to it.
To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.
Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
Employees that are more engaged with their work are naturally going to become more invested over time. This sense of connection to work makes it much more likely for someone to stick around. It also makes it more attractive to prospective employees when you’re working on recruitment efforts.
Before your business experiences this sort of trickle-down effect, you’ll need to make sure you’re implementing the right practices to get your workforce engaged:
· Offer long-term incentives for employees who stay with the company for a certain number of years.
· Create an employee referral program where current employees can recommend qualified applicants for open positions.
· Offer short-term rewards as recognition for current employees (or something similar that recognizes their work on a current, recurring basis).
To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.
Your organization may be eligible for funding through the Canada Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
Do you have emerging or new leaders who would benefit from leadership training?
If yes, take advantage of the Canada Job Grant for up to $100,000/year to help train your employees.
There is a Canada Job Grant Program in every Canadian province. To find out more about the Grant program in your province: https://lnkd.in/eA3KAbE6
Your organization may be eligible for this funding for our Leader Foundations Leadership Academy program to support new and current leaders build a solid foundation to succeed in their role. For more information about our program: https://lnkd.in/eYdPFfe5
Take action now to provide training opportunities for your staff.
Regardless of the nature of your business, when an employee is more engaged in their work, the outcome always improves. If you want to ensure that your business is sustainable, you need to make sure your team holds the same standards you do.
When employee engagement increases, you can expect:
· Increased motivation leads to better time management.
· Better focus results in fewer errors.
· Higher chance of completing tasks.
· A positive work ethic and attitude are often contagious.
The concept is simple, motivated employees are more invested in the result of their efforts. Even a small shift in behavior will lead to measurable improvements for any employee. Once an employee hits that sweet spot and feels a valuable return from their work, the potential for improvement just continues to grow.
To develop more strategies our Great Engagement: Engage and Mobilize Employees Training Program focuses on simple but powerful behaviours that will have maximum impact on a leader’s ability to engage his or her employees.
Your organization may be eligible for funding through the Canada-Saskatchewan Job Grant program. Employers may be eligible to receive two-thirds of the training cost.
