Employee Engagement; Keeping the Good Ones

July 31, 2018

Your business is only as good as the people behind it. When building a strong workforce, the first challenge is finding and hiring good team members. The second, and perhaps more vital challenge, is keeping the good ones. As the saying goes, “hire slow, fire fast”.

Years ago, seniority and a paycheque was the glue that kept a team together.  However, that did not always equate to being a “happy” or “content” and ultimately, productive work place. You stuck it out because that was the thing to do; and you had bills to pay.

In recent years, companies have discovered that rather than simply relying on money as a motivator for their workforce, truly engaging them results in better pay offs, not just for the company but for everyone involved. Employees that are engaged are more energized, inspired, invested, and productive.

Employee Engagement has become a trend that more and more companies have realized they can no longer ignore. What is Employee Engagement? It is the creation of a workplace where employees feel their active participation and personal investments are recognized, welcomed and valued. A workplace that makes the success of the business personally significant. It instills a commitment to an organization’s mission, vision and core values.

Here at BNG, we have recognized the need to continuously invest in building a more engaged team. One of the tools we use, the Engagement Multiplier™, allows us to regularly gather anonymous feedback from our team members in 6 key areas: Engaged Purpose, Engaged Owners, Engaged Leaders, Engaged Employees, Engaged Customers and Engaged Individuals. It provides our team members a “voice”; an opportunity to contribute ideas to how we do business.

Through Engagement Multiplier™, we are then able to respond to individual comments and, more importantly, share an action plan for change, demonstrating a commitment to our team’s well-being.  

Along the way, we have learned some key lessons in how to grow engagement (although there is always work to be done):

  • Be ready to change. If you want your employees to get engaged, you have to be realize they are going to have new ideas and suggestions for how things could be done differently. 

  • Ask. The easiest way to know what is going well, or not so well, in your workplace is to ask the people who spend their days in it. (Providing an anonymous system opens the door for more candid, honest feedback.)

  • Listen and respond. Just asking for feedback and ideas is not enough. Follow up on suggestions; either by implementing suggested changes or at least explaining to employees why you cannot make changes at that time. 

  • Leave your defense at the door. When asking for feedback, it is tempting to react defensively to any negative comments. Rather than take it personally, look at it as an opportunity to make an improvement. As Dan Sullivan asks, “Do you have a blaming culture, or a growing culture?”

  • Communicate. Let your team know what is going on. Where you want the organization to go. What your plans are, and what progress you have made on those plans.

  • Make it personal. Keep in touch with your team beyond just workplace tasks. Say hello. Ask them how they are doing. Find out about their interests and goals. If you want them to care about you and your business, they need to feel as if you care about them.

  • Have some fun. Host some fun events that allows an opportunity for team members to get to know each other on a more personal level. It doesn’t have to be complicated or expensive. Bring in lunch, or have a potluck, head out as a group to volunteer in the community, or check out a local tourist attraction.

A little time spent actively engaging your employees can result in increased loyalty and productivity. Invest in your team and they will invest in you.  

If you would like to learn more about Engagement Multplier, contact our office. 

Disclaimer: This article is intended for general information only and is not intended as legal opinion or advice. The views and opinions expressed do not reflect the official position of BNG Bossy Nagy Group or any other affiliate.


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