Jarred Consulting

We know engaged employees make for a more successful business. And so, quite rightly, much is made about successful employee engagement. Worryingly a recent ADP Research Institute report, The Global Study on Engagement, found that 84% of people just come to work rather than fully contributing. That means over two thirds of the workforce are there in body but not in mind. If you’re concerned that you could be one of those employers with sleepwalkers on your team how do you make the switch to drive greater engagement and commitment across the business. And let’s be clear, surveys are not going to inspire passion. Without wishing to sound like a politician the most sensible place to start is at the beginning, looking at the basics. Businesses need to revisit what employee engagement means to them and to make sure that they are hitting the right note. We should focus on the extent to which employees feel passionate about their work and their commitment to their employer. How many are prepared to ‘go that extra mile’? It is also important to distinguish this from employee satisfaction surveys and scores which simply looks at how happy people are at work at that particular point in time. How do you get employees engaged? It isn’t just about asking questions and trying to react to responses, it’s about ensuring that the culture of the organisation supports and enhances the desired messages it communicates to its workforce and actions them in an appropriate manner. All employees, across the organisation, have a role to play in helping others feel involved and passionate about the purpose of the business – not just managers and leaders. However, there are a number of steps these leaders can take to help their employees feel more engaged with the company:

• Freedom. Let them have the freedom to be themselves. Enable employees to follow their own paths and grow in their role and career. Encourage individuals to use their natural talents rather than being made to follow spoken or unspoken rules and etiquettes that may make them feel constrained.
• Support them holistically. We are talking physical and emotional wellbeing.  Recognising that we are all human, with our collective strengths and weaknesses, it is our unique traits which make each and every one of us more valuable than ever in this digital age.
• Empower. Give them the chance to explore and try things out. There are times when managers need to step back and observe rather than micromanage.
• Let them take responsibility for work and for leading – people like to feel trusted in not only delivering the work, but also for making decisions and making an impact. Let them do what they are good at. There is a chance this is what they enjoy and want to spend their time doing. Look at employee job descriptions, can they be more flexible? Are they needed at all?
• Shared Purpose. Be clear and transparent about what your organisation stands for, and live and breath this through your culture and values, every day.  Celebrate the behaviours which back this up.
• This is a two-way street, everyone shares experiences – both the successes and failures. Managers must be open without hidden agendas, which will inspire loyalty and trust. Encourage broad and deep relationships to build a better understanding of each other, our clients, and communities.

Employee engagement isn’t just about relationships, recognition and reward have a role to play as well. However, don’t be fooled into thinking it’s all about salaries and bonuses because often it’s more about the less tangible rewards. For example, the idea of work/life balance debate has been around for a long time, and is often cited as a key aspect of employee engagement. More realistically the phrase ‘work/life integration’ is now being used as balance implies a 50/50 split between work and life – which we know isn’t achievable. When we look at this through the prism of integration though we can see the role it has in employee engagement; time has become a commodity.  The ability to work flexible hours that allow time for the school run will make employees more invested in a business. Are you looking to improve your employee engagement? Talk to us about how we can help you create more passion and commitment in your organisation.