Take These 3 Steps to Address Employee Engagement
If only 30% of your employees are truly engaged with your company, my best guess is that nobody at your workplace is truly happy, not even the 30%. Why? Because they are stuck in the same broken system, the same broken culture that is causing the other 70% to disengage. Likely though, they have the self-motivation and internal drive to engage wherever they are.
So what can you do right now, today, to begin fixing your engagement challenges? Here are three suggestions to get started:
- Clear mission. Check your mission statement, or company purpose, whatever you choose to call it. Randomly ask your employees two things: (1) What is the mission statement, and (2) How does their job directly support the company mission? If they can’t answer both of those questions, then maybe your mission statement isn’t clear. Is it filled with buzzwords? Is it long and drawn out? Or is it short, to the point, and clear enough that your children know what your company does? If you don’t have a clear mission statement that employees can draw a direct line to from their jobs, then fixing that is job one.
- Cascading goals. Similar to the mission statement, check your operating goals (the standards you judge success by). Are they clear, and do employees know from month to month how well you are performing against those goals? Beyond that, do departments have stated goals that link back to organization goals? Do employees have individual goals that link back to department goals? It should all be tied together.AND, be sure you are including employees in your goals. By that, I mean you need goals that encompass employee satisfaction and well-being. Without those, how would you even begin to know the health of your organization and of your culture?
- Ongoing communication. I’ve already mentioned communication in the first two suggestions. That should tell you how important it is. Employees want to feel like they are a part of something. They need to know you value them. So keep information flowing. Don’t have secrets from employees. Secrets erode trust. Openness, transparency, and frequent communication build trust and also create a healthy culture.
These are three items strongly related to employee engagement that you can look at and begin to address today, if they aren’t already in good shape. They aren’t the only three, but you have to start somewhere.
Be honest with yourself. How well is your organization doing with these three things?