Have greater professional and personal achievements
Have more satisfying relationships
Experience better health and
Greater happiness
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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.
As technology continues to evolve, people only gain more things that are distracting. When it comes to your employees, their working hours are valuable, so you need to make sure you’re keeping them engaged as often as possible.
Simple ways to engage employees:
Offer rewards like a free lunch for anyone who meets their monthly goals.
Use workflow management apps like Asana or Trello to keep everyone up to date and on task in a fun and easy-to-understand way.
If your team is working remotely, conduct morning meetings to ensure everyone is on the same page.
You can always adjust your workplace processes depending on your business as you try different approaches and see what works and what doesn’t.
A recent report by Gallup shows that global employee engagement has seen an impressive rise in the past decade. The companies that fell into this category report higher earnings-per-share, up to quadruple that of their competitors who have less engaged personnel. However, the same report notes the effects of the pandemic on employee engagement and the risk of employees becoming disengaged. Now more than ever, company leaders are considering employee wellness and job satisfaction as a top priority. Creating the right working environment could be the thing that takes your business to the next level, it’s essential to remain competitive in today’s marketplace.
There are various implementations you might consider for increasing employee engagement. Depending on your industry, you can get more specific, but at the very core you’ll want to consider these three concepts:
Recognition
Work-life balance
Employee Wellness
It’s important to consider more than one channel for engagement because your employees are all unique individuals. Part of engagement is acknowledging the skills and characteristics each employee brings to the table. The more you understand someone, the better chance you have at connecting with them. Now you can consider these concepts in a little more detail and think about how you might apply them to your own business Each one contributes to overall productivity in its own way.
Recognition
When a person feels valued, they generally want to keep creating that feeling. Even a few simple words of appreciation can go a long way and help someone power through the rest of their day. Not only does recognition have a positive effect on the employee, but it reflects well on the manager or owner. One of the simplest ways to implement a system for recognition is with some form of reward. Of course, the reward itself might change depending on the nature of your business.
Work-life balance
Even though your business might mean everything to you, your employees still have a whole host of responsibilities outside of work. If you try to maintain a professional yet flexible workplace, your employees will generally be much happier coming into work. Try to be understanding that everyone deals with daily stress, and it benefits you most when your employees can focus solely on their work. If they can worry a little bit less about scheduling conflicts, they’ll have more energy to complete work tasks.
Employee wellness
Productivity is all about maximizing time and efficiency. When you’re focused on your wellness, you can carry that positive experience into other areas of your life. Companies with wellness programs report high levels of employee satisfaction. It might be a small investment but it shows good faith in your employee and contributes to their ability to perform well in their work. Wellness programs also attract qualified candidates that prioritize their health, which generally indicates a higher ability to perform and potentially an even greater work ethic.
The bottom line
Employee engagement is directly related to the success (or failure) of your business. When it comes to creating an engaging work environment that fosters productivity, you need to focus on bringing value to your employee, as well as making them feel valued.
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-Saskatchewan Job Grant program or the Re-Skill Saskatchewan Training Program.
“Engaging the hearts, minds, and hands of talent is the most sustainable source of competitive advantage.” Greg Harris, President and CEO of Quantum Workplace.
We’re excited to launch our new free one-hour webinar called, The Great Engagement: Three Powerful Practices.
The Great Engagement urgently calls organizations to actively engage their employees.
Do you know how to actively engage with your employees to have the most positive impact?
Please note, saying “be thankful you have a job!” is not an effective way to engage your staff even though an “attitude of gratitude” is powerful. If this is your approach then don’t be surprised if you are hosting more good-bye parties than welcome parties.
Employees want more than a paycheque.
The three most common reasons Gallup found employees to be disengaged at work were:
Not seeing opportunities for development
Not feeling connected to the company’s purpose
Not having strong relationships at work
Which one of these apply to your organization?
Which one will you strengthen to increase engagement with your employees?
What actions are you going to take to actively engage your employees?
The Great Engagement is an urgent call to action for businesses to retain and attract great employees.
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.
During the pandemic people have had the chance to reevaluate their life. Some have reflected on their level of happiness around their job and career, life priorities and goals, and overall well-being.
Acknowledging their discontent, people are making big changes in their lives and are leaving jobs that are not fulfilling and some are even completely changing careers.
Dubbed as the Great Resignation, millions of Americans have quit their jobs with 4.4 million quitting in September alone with the highest quit rate among not engaged and actively disengaged workers.
Numbers are not tracked in Canada, but researchers say smaller studies suggest the trend of job quitting and job switching is happening in Canada, too.
Canadians are shifting jobs into industries where they are more engaged and the job gives them more job stability, better hours, better pay, and is more aligned with their life goals.
We believe that this is the dawn of the Great Engagement for today’s workplaces.
More businesses are waking up to the reality that they need to actively engage their employees to retain and attract employees.
What’s the level of engagement and disengagement in your organization?
What side of the job switch will your organization experience: the Great Engagement or the Great Resignation?
While there is no quick fix, there are simple leadership practices that can produce immediate improvements in engagement.
Here are some quick tips:
Find ways to help your employees grow and develop skills on-the-job
Share how your employee’s talents and work contribute to the organization’s mission.
Praise your employees easily, sincerely and often
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.
Don’t confuse a quiet employee for a happy employee.