Ways to Implement Best Employee Engagement Practices

Are Your Employees Engaged?

There is no precise metrics to determine the level of commitment of your employees.

However, surveys can be conducted to understand the public perception of your workforce. HR team or an external agency, specialized in the department, are generally responsible for this task.

Some companies do a one-on-one interview to achieve a more intimate level with their employees. However, experts warn that this tactic can make employees feel intimidated or threatened. By feeling this way, they can give you honest feedback for fear of losing their jobs.

A better alternative is to conduct an anonymous survey public. In it, employees can express whether they are satisfied with their jobs, and their expectations of the company, among others. Thus, you will have a good perspective on the level of commitment.

Consequences of Not Having Committed Employees

An employee who is not committed to their work is not necessarily bad. You might be able to get there on time and do your homework. But you just do not have the proper motivation to go the extra mile.

If you look at the lack of commitment to an employee, try to determine the cause. You may be able to develop a commitment by providing the necessary motivation.

To do this, you must first know the causes that can make an employee feel no commitment to the company:

• They think that their work is insignificant or appreciated
• Feeling professional stagnation
• poor communication with your boss or co-workers
• excess workload
• Lack of trust in leaders or disagreements with the company's philosophy

There are more, but these are the most common. The truth is that it does not have the results of employee commitment losses for all parties involved.

Consider the following three consequences of not having committed employees:

(a) Loss of Revenue

An ADP study revealed that the company loses, on average, $ 2246 per year for each employee who is not involved. Also, the team with the missing employees are committed to selling 20% less than the team with committed employees.

(b) Weight Environment

A greater threat than the lack of commitment of the employees is those who are actively disconnected. It is not only dissatisfied with their work but actively lowers morale and work productivity. This creates a heavy work environment and a chain effect occurs.

(c) The Low Labor Productivity

The low morale caused by the lack of employees are committed to preventing the maximum potential of employee productivity are achieved. The implications of the low labor productivity of customers who are not satisfied with a bad reputation for the company.

Many entrepreneurs overlook the importance of commitment just because they wear 20 different hats and trying to do a million things in one day. However, the time you save to generate a commitment will be paid ten times. So how do you do it?

1. Start Small

Some of the employee engagement strategies described above does not require a time commitment; You only need to change your behaviour or focus. For example, say "thank you" more often require a few extra minutes per day. Increase your transparency is another behavioural change that will not belong.

Other strategies, such as clarifying the expectations of the job or Management By Wandering Around the practice, much of the investment of time, so you have to use some time management strategies to free up your schedule.

2. Use the Activity Log

Keep an activity log of the tasks you spend time on every day.  Start when you arrive at work and write down what you do and how long. Keep a log for a week, if possible, to give a better idea of ​​the ebb and flow of your work. Even two or three days will give a better idea of ​​how you use your time.

When you are finished with your registration, look closely at which time you will.

3. Account for the "reaction time"

If you spend most of the day to react to situations that require your attention, Forbes has excellent advice for managing your day more effectively. Once you monitor your time with the activity log, see how much of the average day spent in "reaction mode." Is it 40%? 60%?

Instead of trying to schedule all day, just schedule what remains after the time you usually spend on tasks. So, if you typically spend 50% of your time to react to unexpected situations in the workplace, this means that you only need to schedule 50% of your day on other tasks.
 

4. Delegate Low-Value Tasks

Looking again at your activity log. What low-value tasks can you delegate to others so that they can focus on your employee engagement?

Business owners often find it difficult to relinquish control, even for the smallest tasks. Change your perspective: Find tasks that help one of your employees to learn new skills and grow from the experience.

5. Limit 20-Minute Meetings

Anyone who has attended the meeting knows that they often crawl away more than necessary.

Avoid this by setting a time limit of 20 or 30 minutes for the meeting. Use a kitchen timer ticks ancient to let everyone know that the hour is closing. You may be surprised by the productivity of your meetings when running the clock in the room.

Another strategy to try is to prohibit the chair of the meeting room. When everyone is forced to stand up during the meeting, briefly becoming common. Using a simple strategy to shorten the meeting will give you free time to spend on engagement efforts.
 

6. Set Limits for Digital Work

Your team did not feel pressured to check work emails in the evenings or on weekends, no matter what they do. This "slow work" affects stress levels, health, and satisfaction damage. As you can imagine, it will also limit the appeal they feel when they are at work. Encourage your team to leave work at work and make sure they know you do not expect them to respond to emails when they are turned off.

You also need to "walk" here. As a business owner, it can be difficult to do. However, if you send someone on your team an email at 10:30 am M., he may feel pressured to respond, no matter what you say. Therefore, try to communicate with your team only during normal business hours.