It can be tough managing employees who work in different locations, much less those working from home. You never know what distractions your employees might be dealing with, so it’s important to take certain steps to keep your employee engagement as high as possible.
To keep your employees motivated from home you’ll want to:
Require everyone to log in by a certain time for a morning huddle.
Have check in’s that focus on helping the employee complete their work rather than condemning how they spend their time.
Use productivity apps to keep everyone informed—even on the go.
Create a reward system that suits your business. (ex: anyone who completes “x” number of tasks gets to log out early on Friday)
At the end of the day, engagement only works when both parties enjoy the interaction. Try to focus on building a positive, collaborative relationship with your employees rather than micromanaging them.
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.
You might think that managing employees who work from home is difficult. But sometimes it can feel even more chaotic when you have employees changing their working environments. When managed correctly, the hybrid work model can be amazing for productivity, and even reduce expenses. However, when managed poorly, a hybrid work environment can make everything feel more difficult.
Things to consider for a hybrid work environment
Make sure each employee can access everything equally from home and in person.
Try to evaluate which tasks should be completed from home or not—if you have work that would be completed faster in the office, make sure employees know to do it in person.
Use the same productivity apps you would use from home, in the office.
When managed correctly, the hybrid work model is an invaluable asset. It might take time to evaluate and adjust what works best for you, but you won’t achieve maximum efficiency unless you start!
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.
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 in charge of managing teams at work, you know how difficult things can get when people become distracted or lose interest in the topic at hand.
The reality is that not every work situation is necessarily interesting. However, to experience the benefits that come along with certain roles, you need to put in the work in other, less inviting areas.
Reminders for Your Team
· Try to pay attention and get questions answered the first time around—you’ll save yourself time and anxiety.
· Teamwork truly is everything—if everyone contributes, tasks become easier for everyone.
· Putting in effort from the beginning means you’ll have it easier later.
At the end of the day, you just need to make sure your team understands that they benefit from their own engagement.
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.
Take advantage of the Re-Skill Saskatchewan Training Subsidy. Employers can make multiple applications to a maximum of $5,000 for the duration of the program.
Your organization may be eligible for this funding for the Great Engagement: Engage and Mobilize Employees Program https://redworkscoaching.com/services/executive-coaching/engage-and-mobilize-employees/
Take action today to provide training opportunities for your staff.
If you work with a team made up of people from different generations, then you know how difficult it can be to create an engaging environment for everyone.
Here are some quick tips to help you adjust your workflow techniques if you’re managing employees of vastly different ages:
Email is a form of communication that most generations understand very well.
Set up 2-way mentoring relationships between the generations to promote learning from one another and understanding the other’s perspective
Always be open to feedback and constructive criticism of the work environment. Employee satisfaction is positively correlated with engagement.
At the end of the day, you just need to make sure you understand how each individual employee works best. People work better when they feel understood and like their skills are being utilized properly.
Use your free 30-60-90 Day Employee Engagement Plan Blueprint to design your own Great Engagement for 2022.
The Great Engagement is a call to action to expand your approach to more effectively engage your employees. Employee engagement impacts your bottom line!
How engaged are your employees now?
Research indicates that 60% of employees are not engaged, and 15% are actively disengaged at work.
The costs of this situation are staggering. Disengagement costs the North American business economy over $350 billion per year in lost productivity.
What might employee disengagement be costing your organization?
How do you currently engage your employees?
How will you engage with your employees in 2022?
If you’re not currently focused on engagement then how will you engage your employees in 2022?
If you’re not sure how to start, get your free 30-60-90 Day Blueprint to actively design your own great employee engagement program. We have included a few simple ideas and a planning framework to set you up for success in 2022!
“By not understanding what their employees are running from, and what they might gravitate to, company leaders are putting their very businesses at risk.” McKinsey & Company
The Great Engagement is a call to action to reduce this risk of losing employees.
Do you know what your employees are running from? What might they gravitate towards? Is your business at risk of losing employees?
As a leader you may think you know the answers but, according to McKinsey &
Company, managers and employees do not agree on what’s the most important factors for staying at an organization.
Top three factors employees cited as reasons for quitting were that they didn’t feel:
Valued by their organizations (54 percent) or
Valued by their managers (52 percent) or
A sense of belonging at work (51 percent).
Tips to Take Action
As an organization, by understanding the reasons why employees are leaving or would even consider leaving, you can take effective actions to not only retain but also attract potential employees.
How do you as a leader show you value your employees?
What does the organization do in terms of making people feel they belong and are valued?
Is your organization struggling with effectively engaging employees?
The Great Engagement: Engage and Mobilize Employees Training Program
While there is no quick fix, there are simple leadership practices that can produce immediate improvements in engagement.
To develop your 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.
“It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.” – Jack Welch, former CEO of GE
Do you help your employees understand how important their work is to the business success?
If not, you may be missing out on your employees’ best efforts.
It is energizing to know when your natural abilities contribute to achieving a mission. This brings purpose to the work. Using natural abilities is the ‘zone of genius’ where employees excel!
Take Action – To help your employees thrive in their zone of genius, share how their talents and work contribute to the organization’s mission.
Can you name the genius that each of your employees contributes to the workplace?
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.
For more information and to register: https://lnkd.in/gQdvVH4
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.
