There’s a mountain of material out there on how to engage employees in an organization. It can be overwhelming trying to figure out what’s best, what fits your mandate, your budget, your culture and your specific workplace.
For example, some large businesses can afford to give their employees the moon and the stars when it comes to external rewards. According to a Harvard Business Review book called, HBR Guide to Motivating People, “Google is famous for its over-the-top perks which include lunches made by a professional chef, biweekly massages, yoga classes and haircuts. Twitter employees enjoy three catered meals per day, on site acupuncture and improv classes.”
But if you’re a smaller organization, that’s impossible! It’s all right. It’s not a deal breaker by a long shot because pricey rewards like these alone are probably not enough to keep the best talent in your organization. But there are some basic gestures to unlock engagement. If an organization focuses on those, they’re more likely to strike gold and inspire members of their organization to do their best, no matter their size.
According to a Deloitte article titled, “Becoming Irresistible: A New Model for Employee Engagement,” written by Josh Bersin, “Companies need to expand their thinking about what “engagement” means today, giving managers and leaders specific practices they can adopt, and holding line leaders accountable.”
Here are the top six proven strategies that work to drive engagement time and again:
In line with Brent Gleeson’s point in a Forbes.com article called, The Top 10 Ways to Improve Employee Engagement with Better Results, “As the saying goes, anything important must be measured and managed.”
Gleeson adds that the solution for better employee engagement in organizations is clear. “Generally speaking, not enough leaders take the time to prioritize engagement, measure it, respond to the data and put formal programs in place to improve it. In my experience as Navy SEAL and entrepreneur, engagement is a direct result of leadership behaviors and culture – for better or worse.”
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