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Engaged employees work with passion and feels a profound connection to their organization. They drive innovation and move the organization forward. Measurement is the first step organizations must take before they implement meaningful actions to improve engagement for success of organization.
Team Managers should acknowledge all the small and big achievements or accomplishments of the team members through notes or one-on-one meeting. The success of the organizations largely depends upon the success of the departments and success of departments depends upon the success of its teams and team members.
Generally, the engaged business units tend to deliver better performance, as measured in terms of revenues and profits, and the organizations with enthusiastic employees tend to have better service quality and customer ratings.
Employees must know that what their goals are in very definite terms because this creates objective track of progress. Hence, HR managers and Team Managers must establish clear communication of objectives and responsibilities for each employee, to avoid confusion and demotivation. The most critical drivers of effective team performance were an open and safe team culture, clear goals, and a strong sense of purpose.
Even a small organization, with limited resources, can find ways to reward employees for great work. It is not necessary that all rewards have to be financial or monetary, but they can be in terms of promotion or added responsibility. The idea of delegating authority to those who excel provides a sense of fulfillment at work.
It won’t always be easy, but if you want to retain your valued employees, then HR Mangers must be supportive of the career goals and professional development of your employees. Trainings can be planned on the basis of the skill matrix. HR Managers must create the processes that favor employee growth and their development.
Don’t get too much focused on motivating people that you neglect the factors that can demotivate them things like poor supervision, unclear communication and too much multitasking. Encourage the open and honest dialogue with employees as a way to draw out feedback about factors of demotivation.
Culture as a motivator is not reserved for the giants like Google and Facebook. Treating your staff to the occasional team lunch and hosting a small holiday party and acknowledging your employees lives outside of work these are little things you can do to boost morale.
Even more than that, though, if you bring up a tightly knit workplace, where employees feel that their voices are heard and opinions matter, then your workforce, however small, is likely to be more driven and engaged.
