Employee engagement has been a hot topic for several years. When workers are highly engaged, they tend to be more productive. Their outputs are often of higher quality, and they are willing to take on more and enthusiastic about handling their responsibilities.
Additionally, engaged employees tend to be happier than their less engaged counterparts. This not only leads to better morale, but it can also enhance your company’s culture.
While most organizations understand the value of employee engagement, figuring out how to boost it isn’t always easy. If you aren’t sure where to begin, here are three ways to keep your employees engaged this year and beyond.
1. Adopt a “Whole Person” Mindset
Each of your workers isn’t just a set of skills; they are whole people with lives outside of their professional personas. While nurturing their professional capabilities is always wise, getting to know them as individuals beyond what they bring to the workplace can have a dramatic impact on engagement, too.
Adopt a “whole person” mindset and start viewing your workers are unique people with lives, families, hobbies, and more. Focus on building connections with your team that extend past their work responsibilities and capabilities, allowing you to get to know them on a different level.
As you deepen the relationships, you are poised to impact your employees’ lives positively. You may be able to help them navigate challenges outside of the workplace, reduce stress, and find solutions to problems that may be harming their focus. If you do, engagement typically rises, essentially creating a win-win for all involved.
2. Recalibrate Your Mission and Values
Most companies are aware that a post-pandemic world isn’t going to look like the one everyone was in previously. The idea of a “new normal” emerging is well-established, and most organizations acknowledge that some COVID-19-related changes will remain in place.
However, not all businesses recalibrate their mission and values statements to address their evolving position in this emerging landscape. This can create a disconnect that may harm engagement. Employees are often motivated by their employer’s mission, but if it doesn’t match the reality of a post-pandemic world, that source of inspiration loses its effect.
Spend some time reflecting on your company’s purpose, goals, and driving forces in the light of what’s happening today and will likely be happening tomorrow. Then, see if your mission and values statements need an overhaul to align them with your new way of moving through the world.
3. Take the Next Step Past Diversity and Inclusion
While maintaining your diversity and inclusion programs is a must, it’s also time to start exploring what lies beyond these priorities. At times, fostering a sense of belonging is the next step in a company’s cultural development. In others, fairness and equity are higher priorities.
Examine your culture and practices to see what next steps make the most sense in your company. Then, work to evolve your diversity and inclusion programs so that they include more facets. By doing so, you can boost your culture and employer brand, leading to higher engagement, loyalty, and more.
If you’d like to learn more about how you can keep employees engaged this year, the staff at The Advance Group can help. Contact us today.