You probably have some highly dedicated employees in your network. Maybe you feel committed to what you do or you may be searching for a super dedicated colleague. In any case, it is truly enjoyable to work with engaged colleagues or staff.
Someone who feels committed to their role and their employer possesses a high sense of ownership and offers just that little bit extra. With their positive attitude and forward thinking they can contribute a great deal to the success of the organisation.
This sounds like the ideal employee and it is! Just imagine; in some industries a 10% increase in employee satisfaction can improve company results by 40%, according to recent research by Centraal Beheer Achmea en &Samhoud. This shows that engaged staff contribute to an attractive productivity rate.
What can you do as an employer to make sure that your staff starts experiences a higher sense of engagement? Below I give 6 ideas for inspiration.
Are you wondering how you can create more employee engagement within your organisation? Via supports organisations in creating employee engagement. I am glad to think along with you.
1 Manage expectations when hiring new staff
Already from the very first contact you have with potential new employees, you lay the foundation of the “psychological contract”. This is the unwritten contract in which you shape mutual expectations for your future working relationship. As an employer it is important to commit to realistic expectations to avoid disappointments in the future. Jobs seekers for jobs in uae often see this behaviour.
2 Involve your staff with your core business by good internal communication
It is vital that all staff within your organisation, from secretaries to sales people, feel involved in the business. When they do, it makes you confident that they know the ins & outs of your products, while at the same time you get input on ways to move forward. There are many ways to improve internal communication. You can think of organising regular update meetings, an input session or why not keep an internal twitter account.
3 Give the right example and commit to agreements you’ve made
I have often experienced agreements that were not followed through by employers. I think this is one of the easiest ways of working on a trust relationship between yourself and your staff. I recently read somewhere that it is better not to write about “trust” but keep realising that trust is something that you continuously need to work on. I completely agree.
4 Clear job descriptions with concrete goals attached to them. Discuss progress in frequent feedback meetings.
“Is that really necessary, putting on paper what the job entails?” Yes. To create clarity for yourself on what type of person you’re looking for now and in the future. Your employees will get a better idea of what you expect of them. Drafting a clear job profile makes it easier for you to attach concrete goals which you can follow up by regular feedback meetings.
5 Create career opportunities that fit the ambitions of your staff and make them transparent
Frequently I hear that there are no available career opportunities within small organisations. However, in my experience there are possibilities within nearly every organisations for employees to develop themselves. It is important that you know what drives each one of your staff so you can offer them suitable projects. Effective career development is about facilitating projects that enable your employees to step out of their comfort zone. Try to be transparent about the possibilities so that your staff feel that you are taking their development seriously.
6 Work on the internal perception of your organisation’s values
Your staff members probably have a good idea of the atmosphere within your organisation. But do you think they all know the core values within your company and how they can communicate them to others? By expressing values within your organisation you work on clarity and employee engagement. On top of this, you sharpen the image you portray to the outside world.