There’s no quick and easy fix that will take your employees from “meh” to thrilled about their work. But with some creative thinking, commitment, and passion there are a lot of things you can try to get them excited and engaged.
Show your team you care
One of the most fundamental things you can do to help your employees feel supported is to simply let them know you care. You can do that in a variety of ways: Make sure you have informal check-ins and one-on-ones to learn how they’re doing and what would make their life better at work. Find out what matters to them most and try to give it to them. Is it flexibility so they can pick up their kids after work? Is it a chance to take classes and develop new skills? Providing support in those areas can help people feel like their bosses are taking care of them, and in turn, they’ll want to give more at work.
Make work fun
Set up spaces that encourage hanging out, and plan events where people can get to know each other in a casual setting. When folks feel closer to their teammates, it’s easier to mesh and accomplish great work.
Give your team a voice
The first step in giving your team more of a voice is to roll out regular employee feedback programs– even for small teams It’s a good way to find out what’s not working, so you can then take steps to fix things. When creating your survey, make sure you focus questions that can actually illuminate people’s underlying motivations. For example, “Rate how much you agree or disagree with this statement: I know the leadership team is working to make this an amazing place to work.” If you get a low number of people who agree with that statement, you can take steps to get better.
Set up a mentorship program
Organizing a mentorship program can be as complicated or as simple as you’d like. First, focus on the goal of your program. Is it to help folks grow in their industry? Is it to forge stronger connections at the office? Then use that to guide you. The next step is to poll the team, asking them what they want to get out of the program and what they can offer. Use that information to match people up, focusing on who already has relationships with one another.
Conduct exit interviews
When employees leave, it’s a great time to learn why. Were they unengaged? Did they have problems with their manager? Is your compensation competitive? It may feel a little awkward to talk to an employee on the way out, but you’ll never get answers if you don’t ask.
Increasing employee engagement is about making sure your employees get the most out of the work that they do. By following a few of the suggestions above, you’ll be well on your way to helping people realize the potential that shines within themselves and their teammates.
This article provides general information and shouldn’t be construed as tax, benefits, legal, or HR advice. Rules and regulations may change over time and may vary by location. So, please consult an appropriately certified expert (such as a lawyer, CPA, tax advisor, licensed broker, or HR expert) for advice specific to your circumstances.