It benefits both the employer and the employee to nurture and maintain a meaningful relationship with each other. Both statistically and rationally-speaking, employee motivation is found to be twice as effective delivered in the form of compliments from the manager compared to incentivizing through stock options. What’s more—praise costs the superior and the enterprise absolutely nothing! Strong relationships help establish a sense of belonging in the company community and are notably the best measure of employee commitment there is. Showing appreciation is the one critical ingredient of engagement and if you work towards developing that, you’ll be able to drive your team.
The first step to cultivating an organic and effective workplace environment is good communication. Communication doesn’t solely refer to casual talk or personal conversation; more importantly, it is the willingness and initiative to express ideas and thoughts openly, frankly and consistently. If you want to engender trust, don’t push the bad quarterly performance under the carpet or sugarcoat problems; sharing honest thoughts will allow you to break boundaries, unlock potential and be able to work towards solving the problem together.
Positive corporate culture results in driven employees who desire to be present and to perform every day. The strength of this positive culture increases the ability which can be tapped from each employee and makes the company far more profitable and effective. Research by Forbes has shown that 90% of people believe that a company’s financial success and perceived “value” is inextricably linked to the quality of its culture.
Over 75% of employees have expressed that they would work harder if they were given more recognition. Employees could be given formal recognition through years of service or employee-of-the-month programs, as well as informal point systems and gratitude messages. A just and well-defined recognition and reward system gives employers the unstated ability to effectively and respectfully differentiate between outstanding and underwhelming performers and attach recognition to encourage continued diligence and effort. Not only does this help the organization to succeed, it also helps identify talent which can be harnessed to optimize productivity.
Ambitious employees are constantly in search of opportunities to develop new skills and improve themselves. In addition to employee development through new projects and responsibilities, you can organize regional conferences, provide new reading material and encourage participation in certification courses. These will keep your employees engaged and make them value their place in your organization because of the personal growth they have achieved through working with you. A stretch can often be a healthy challenge and help your team members serve you better.
All employees want to be part of the winning team because it gives them a sense of value and satisfaction in their work. Every team needs coaches and leaders who can provide honest and constructive feedback. We all must be held accountable for our actions and decisions; praise must be given where it is due and problems must be met with timely criticism in order to facilitate learning and improvement. This way, every member is driven to perform and the team will prosper!
An engaged workplace is one where employees have a sense of safety and of being looked after. Establishing a proper set of guidelines to provide support for employees helps motivate them and encourages them to perform for the employers who truly care for their well-being. If employees are able to feel secure, they will do their best for the organization.
Special: Work From Home
In uncertain times, where the survival of thousands of businesses aren’t guaranteed, even the smallest insights can go a long way — especially when it’s about something that drives employee productivity and retention and some employees may be struggling with the work from home (WFH) arrangements. Our employee engagement survey has accommodated to the current situation and includes questions that consider the current mental health state of employees, their satisfaction towards support provided during the WFH arrangements, the challenges faced during this pandemic with work, and more.