The best workplace is the one that cares for its employees and then positions employee engagement as the catalyst for improving important business outcomes. Create an employee engagement strategy using these five components that fundamentally improves how you do business.
The foundation of employee engagement
Survey your employees using credible, comprehensive questions. Measuring the elements of engagement that are most critical to success will give employees a way to communicate their needs.
Have growth-oriented conversations
Bring your survey findings to life through genuine conversations. The only way to meet employees’ needs is through conversations that actively work to address those needs.
The elements that are imperative to your employee engagement strategy this year:
Provide clear, ongoing communication
Managers must implement leadership decisions while motivating their team to get work done.
Currently, concerns about employees’ mental and physical health, ongoing changes to where people work, and record-high quit rates are further complicating the manager’s role. Managers can only keep employees informed and engaged if organisational priorities are clear and well-communicated as changes occur.
Confusing messaging from leaders only makes managers’ lives more stressful. In times of disruption, the most basic needs are at risk — clear expectations, the right resources and opportunities to do what each person does best.
Focus on wellbeing
Employees, managers and supervisors all need to feel they are continuously developing in their work and overall lives.
As work and life are now more blended than ever, it is critical that organisations address and manage employee engagement along with the five elements of wellbeing — career, social, financial, physical and community — to reduce the odds of burnout, stress, worry, anxiety and depression.
Even engaged employees who are not thriving in these five elements have a higher risk of burnout. Organisations can improve the overall lives of their managers and employees with the right coaching conversations about individual strengths, work and wellbeing.
Have strengths-based conversations
You can help make managers’ jobs easier by teaching them to have higher-quality conversations — ones that occur frequently and that focus on employees’ strengths.
Every employee has different strengths and different work and life situations. Managers need to know each employee well, which makes them the best person to adjust their employees’ workflows, motivate high performance and direct them to the right wellbeing resources to meet their individual needs.
To do this, think about the members of your team. What are the things that they do best every day? Where do you see them succeeding, repeatedly? And finally, how can you ensure they do more of that? These questions help generate strengths-based conversations. Don’t be afraid to ask employees these types of questions.
About P3 Business Care
P3 Business Care is a Community Interest Company and social enterprise operating across the UK. Supporting your business on a weekly basis we provide personal and proactive care to your employees working in partnership with the company. Our Business Partners visit your business developing trust & relationships so we can identify and address issues before they become crisis, absence, or staff turnover. Read more about our services here