Envision coaching a football team—and that on a successful day, maybe 12 out of 45 players are 100% committed to winning the game. While the other players show up, suit up, and sit on the bench most of the time. Without putting fourth effort, they collect their paychecks, and go home. Realistically speaking, with a team like that, how many games are you likely to win? Now, let’s translate that analogy into the business environment. Managers often face the impasse of keeping their employees engaged at the workplace. While not everyone agrees with the precise terminology of the term “employee engagement”, the truth is that an engaged employee is one who is fully involved and enthusiastic with his/her job and the organization as well. In other words, an engaged employee is proud of what they do every day. So what does it take to effectively engage employees? Serial entrepreneur and New York Times bestselling author, Kruse, says it boils down to three things: Employees want growth, recognition and trust.
- Growth: Employees want to exposed to new material and be challenged. Meeting with each employee every six months and having a conversation about his performance or career path can aid in engaging the employee. Also, asking questions like “Do you feel our company is offering you opportunities to grow and develop? Kruse mentions that discussing their short-term and long-term goals as well as identifying their knowledge and skills will set them up for future growth and success.
- Recognition: Who doesn’t like to feel appreciated and valued at the workplace? Publicize their contributions in newsletters or team meetings. Asking questions like “How do you think we can do a better job of recognizing great performance?” or “Do you feel that your ideas count here?” When an employee is important because it lets them know that their work is appreciated and valued. Not only does it give them a sense of ownership in their workplace but also improves morale.
- Trust: Always act with the highest ethical standards. Making sure that your organization’s plans for the future are clear and concise is crucial because your goal is for your employees to trust your business plans.
By concentrating on these three topics, companies can expect to see positive results not only in their organization, but in the lives of their employees, too. “So when you take steps to improve engagement and profitability, you’ll also be taking steps to improve the health and happiness of your employees”, said Kruse.