Businesses with a higher level of employee engagement have higher rates of productivity and overall success. Often described as the emotional connection an employee has with his or her company, employee engagement has a positive influence on an employee’s behavior and level of work performed. Employee turnover and reported sick days are less likely within engaged workplaces. Positive behaviors in the work place lead to safer places to work, higher levels of customer service, and higher quality of goods produced.
Yet, according to a Gallup poll, 70% of U.S. workers were not engaged with their work. How do employees establish an emotional connection with their work? We have three simple ways a small business owner can foster an environment where their employees love to come into work every day.
1. Engagement Begins at the Top
Research on leadership styles have shown that employees can be energized by their leaders. One simple way to motivate your employees is consistently portraying the company’s values through your actions. Hard work, attention to detail, and a positive attitude are great examples and can be contagious.
You’ll need to consider your managers in this equation, as well. They have more direct contact with employees and need to communicate the company vision and values. A good leader communicates with their management team to clarify goals and opportunities, and show transparency.
2. Opinions Matter
Employee surveys are an excellent barometer of your company culture. Use a web-based tool like Survey Monkey, so employees can login anonymously and provide their feedback. These surveys are also a great way to track what is working and what does not.
Communicate with your employees about the results. Let them know what can be implemented and the issues that cannot. Open and honest communication allows them to better understand their roles and environment. Implementing their suggestions also gives them a feeling of being in control of their work. It creates a culture of trust and ownership.
3. Recognize Strong Performances
Leaders are quick to point out poor performances, mistakes, and missed opportunities. Many times they let the strong performances go unrecognized, making the employees feel unappreciated, when in fact they are a source of pride. An exceptional leader is quick to praise strong performances.
Recognition can come in the form of communication and awards, but research suggests that non-cash awards are better than cash. Also, recognition of strong performances should be as frequent and immediate as mistakes and poor ones. Waiting until the end of a quarter to congratulate employees may be too late.
Communication Is the Key
Decades of research have proven that employee engagement increases profitability. The key to all of the research on employee engagement is fostering a culture of open communication.
Any healthy relationship, including business owners and employees, begins with open and honest communication. Holding regular meetings is one way to communicate frequently. Another is to speak individually with employees on a regular basis, either face-to-face, or a simple phone call or email. Frequent connections build a genuine attachment, which makes motivating your employees easier.