How to create long-term employee engagement | Incentive&Motivation

Are you looking for a way to create long-term engagement in your workplace?  If you always say that the most important asset that predicts your organization’s success and what you value the most is ‘people’ then you need to really demonstrate that. How many workforces truly believe that their leadership values them? How many organizations are engaging their workforce and demonstrating the behaviour that convinces employees they’re valued? How many employers are measuring not only what people are saying but how they are doing with respect to their health, engagement and productivity?

Long-term engagement is key to the success of any company, and if you’re keen to crack the code – here are some ideas.

How to create long-term employee engagement: Ask employees how they feel

You probably run some kind of engagement survey – but nowadays, quick surveys can be done in a more nimble, mobile-based way.  Getting insights is key, and smart businesses should have a core understanding of their employee life cycle and experience, their views and the ability to take a ‘pulse’ of the company. You might even want to roll out questions once a week or have another way to gather ideas, suggestions and feedback. The key is anonymously allowing companies to crowdsource great information.

How to create long-term employee engagement: Check employees are aware of what you’re doing

Greenbiz recently ran a survey in a company with nearly 20,000 employees. This business was running a personal sustainability engagement program and had beat its initial participation and impact goals. Now it was developing the next phase. The survey asked whether the employee had participated in the program and if not, why not? A whopping 71 percent of employees who had not participated said they didn’t even know the program existed.

Could this be true of your own business? What perks, ideas and events are happening that are communicated poorly?

How to create long-term employee engagement: Get your management right

When you need engagement, go top down.  In 2015, research looking at US businesses found managers were responsible for 70 percent of the variance in employee engagement scores.

Managers who are approachable, in possession of good communication skills and provide regular feedback on individual performances play a key role in keeping motivation levels high in the workplace.

Managers are also hugely important for generating a positive atmosphere. Are yours a help or a hindrance?

How to create long-term employee engagement: Build strong, trusting relationships

Strong and trusting relationships between everyone from the business owner to managers and part time staff is essential to creating a culture where innovation plays a significant role as everyone feels able to express their ideas. In order to achieve these solid relationships, managers should take time to speak to each members of staff individually and show an interest in what they are doing. This doesn’t need to be lengthy, just five minutes here and there to show appreciation and an interest in their work. Welcome any ideas and thoughts, big or small. This encourages people to ask any questions to their manager and sound out ideas they might have so that they can be supported in developing them further for the company.

How to create long-term employee engagement: Promote a culture of creativity

Formal and rigid office environments can make innovation within the workplace a challenge at the best of times. Members of staff might avoid putting forward an idea because they fear rejection. So make sure that your organisation structure and processes doesn’t get in the way of people expressing their ideas.

A creative culture also needs to take into consideration the physical office environment. So many offices have empty, grey walls with no pictures or colour in the room creating few ideas for inspiration. Pictures, plants and models all help to create a creative space which sparks interest.

It is important to note that even with these four tips, not everyone in the organisation will adapt to this change immediately. It will take time for employees to welcome the change but persistence is the key to success. If leaders highlight the benefits and importance of innovation, other employees will soon follow and want to become a part of the change.

How to create long-term employee engagement: Reward often and well

According to a 2017 Incentive Research Foundation study, the number of US businesses offering non-cash rewards increased from 26 percent to 84 percent between 1996 and 2016. Whether they are spontaneous or part of a formal company programme, incentives can be a great way of improving the emotional connection between the employee and their employer.