According to a Gallup’s Survey report, 65% of employees are not engaged at work. What was once viewed as a problematic trend is now common among many small business workplaces. Poor employee engagement environments results in less productivity, less creativity, greater absenteeism and higher turnover.
Now more than ever is the time to create an employee engaging environment. Especially after what all of us and our staff have gone through during these recent challenging times.
Fortunately, low engagement isn’t inevitable. I have helped many of my client’s and their businesses to create great employee environments by making developing and retaining employees a top priority in their business. Their employees consciously and consistently work for the good of their business. They’re committed, innovative and driven to help their coworkers and small business thrive.
What you have to understand is that 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. Your ultimate goal is to create 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? Why? How are you different from the competition? Employees can’t be engaged unless they have something to be engaged in. Employees need to know how their role contributes to the small business purpose. To get buy-in from your employees and to attract top candidates, develop an employee value proposition that defines who you are and the benefits of working for your organization. At Disney, their purpose and why is simple: “To Make People Happy!” What is yours?
Commit to the success of your employees If you want employees to work for your business success, you must work for theirs. Coach them. Train them. Help them develop their skills and abilities and invest in them. They’ll see that you are committed to 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.
Remember, training isn’t a one tme program. It is continous and ongoing to meet your emoloyee’s needs.
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. 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. A simple “Thank you note” or pat on the back will go a long way.
Encourage criticism, feedback, and innovation Every business could use improvement and it’s crucial to understand what makes your employees tick. Solicit their ideas. Be open to their suggestions. By giving your employees a say in the business operations and working conditions, you provide them with a sense of ownership. Policies, procedures, and practices shouldn’t all be dictated from the top but should be formed with the help of employee feedback.
Allow for a healthy work-life balance Candidates are looking for employers that value the entire person by promoting work/life balance and honoring family and personal commitments. They want to work for employers who are willing to offer the flexibility that meets their needs. It can mean completing a 40-hour work week in 4 days or varying arrival and departure times.
Though flexible work schedules may not work for every business, employers would be wise to consider how this benefit could widen the talent pool, impact productivity and improve retention rates. Ask your employees for solutions and suggestions and you might be surprised at what they come up with.
I always share with my audiences and coaching clients to remember this wonderful Disney phrase: “It Takes A Happy Crew To Create a Happy Show”
Start building and creating your own “Happy Show” in your business. The results will be “Magical”! Need help? Contact Coach John today at info@johnformica.com or 704-965-4090