3 Tips for Increased Employee Engagement

When you hear the topic of employee engagement, a lot of things come to mind. But what is it and how can you increase it in your own company?

Employee engagement is much more than the emotional bond between the employee and the employer. It is a measure of how committed your own employees are to the company and thus make a greater contribution to the company’s success. For more and more companies, the investment in their employees is noticeable. Starting with fewer employee absences, lower fluctuation or simply increased job performance. In our blog article, we would like to show you which adjustments are worth making and working on your HR & employee management :

1. Defining the candidate persona

• • Employee engagement starts very early in the application process, namely in the definition of the candidate persona, in the job advertisement and then in the selection process of the candidates. Senior HR managers should put the candidate through his paces. Not only the skills of the respective candidate are important, but also what the motives were in the past should be examined. Or rather; what actually drives the employee and then to ask himself; will this cause an upswing or rather a downturn in the team?

    Therefore, it is essential to make your own company values as transparent and honest as possible in the job advertisement. Conversely, this helps to ensure that the “right” candidates, with similar values to your company, also apply to you. If this is confirmed, it can often be seen that those who not only remain loyal to the company for longer, but also make an incredible contribution to the company’s success.

  

  2. Clear distribution of tasks and the big picture #OKR

  • • Assign clear areas of responsibility to your employees. If your employees know and understand the big picture, it helps them immensely to know what you’re working towards. Also, be prepared to give ownership to the employee. This not only builds trust with the employee on the one hand, but also responsibility on the other.

      Objectives and Key Results, also known as OKRs for short, can help break down the big picture to the teams and the individual employees below. With such a detailed division of tasks, the employee is more aware of the company’s goal being pursued. Not only are his own goals clear to him, he can also see those of his colleagues at the same time. This is exactly what offers immensely hidden opportunities! When cross-functional teams can exchange ideas on certain objectives and even make suggestions for improvement to each other in order to ultimately work even more efficiently towards the corporate goal!

    3. The recognition of performance by superiors

    • • Who doesn’t know it? For weeks, the team worked together on one or even more major customer projects and finally the solution was implemented at the customer’s site and the next customer project is just around the corner. Depending on the customer, depending on the employee, motivation can sometimes falter, which is perfectly fine.

        But what can managers do to keep these fluctuations from getting out of hand? As a manager, you have the responsibility to give the employee feedback on the work they have done. If the work done is more than satisfactory, of course praise the employee. Do not only thank him for the created work, but especially target the skills of the employee. Because let’s be honest, who is not proud of his work when the manager praises him at the same time? It doesn’t matter how the praise is ultimately expressed, whether in a 1:1, a phone call in the evening or at the annual Christmas party – the main thing is that the praise is authentic and employees are directed!

      In any case, one thing is certain, in order to bring about increased employee engagement in the long term, it is advisable to focus on the intrinsic motivational factors.

      The examples listed above are just a small sample of the factors that influence employee engagement. As you can see, there are a few adjustments that are worth turning. Because only satisfied and committed employees maximize your company’s success in the long term!