Posted by Tamara Stanley on Tuesday, January 14, 2014 - 00:00
Tips 11 to 15 coming right up. If you need a refresher on why employee engagement is so important, be sure to review the first part of this series.
11. Discuss career aspirations. Just as it is important for your company to set objectives, it’s crucial that your employees have career goals so they feel they’re working toward something. Talk to your staff about their ambitions and work with them on plans for meeting those goals.
12. Promote from within. If members of your staff believe they’re stuck in the same job and are unable to advance, they’ll quickly lose motivation. Promoting from within demonstrates that the organization is committed to helping them climb the corporate ladder, and they’ll work harder to reach the next step. This isn’t to say that you shouldn’t consider bringing in outsiders to fill open positions, but regularly promoting your employees can do a lot for morale.
13. Criticize constructively. When employees are doing a substandard job, let them know, but do it with care and tact. Never criticize an employee in front of his or her coworkers. Also, focus the discussion on the performance, not the person. In other words, if you think someone is turning in sloppy or incomplete work, don’t say, “Why are you so careless these days?” Instead, point out the pattern of mistakes you’re seeing, with specific examples, and discuss how the person might be able to do better in the future.
14. Offer a helping hand. Regularly check in with employees to ensure their workloads are manageable and let them know it’s OK to seek assistance when they are overwhelmed. If work can’t be handled by existing staff, bring in temporary professionals to help keep things on track. Interim staff can assist during peak demands or with special projects, easing the burden on existing employees.
15. Provide rewards. The fact is, people perform better when their efforts are recognized. Keep in mind that rewards don’t have to be monetary. Extra days off, acknowledgement in company publications and the opportunity to broaden job responsibilities are just three examples of effective nonfinancial rewards.