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9 Proven Employee Engagement Tips for Managers

Pawan Kumar is a Digital and Content Marketer at Springworks. He has been featured on many reputed publications and online magazines!

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Organizations today require employees to be committed, work with enthusiasm and demonstrate a higher engagement in day-to-day activities as these are necessary for survival in the cutthroat competition.

One of the biggest reasons behind the success of any company is the measure of engagement of their employees. Not only should the teams be empowered but completely engaged in building an ecosystem of growth.

And that's why it becomes crucial for managers to take initiatives that monitor and promote employee engagement. If you're clueless on where to start, here are some of the tips that will give you a kickstart:

Make Sure Employees are in their Right Role

One of the biggest things you can do as a manager is to ensure that your employees are in their right role. For example, you can't give someone the task to create presentations when they are more interested in interpreting the data.

Similarly, someone who likes to create content might not be interested in designing graphics or managing data. The idea is to identify employees who align with the tasks you have to delegate. If there is a mismatch, your employees will not feel engaged in their work and might end up leaving the organization.

Make sure you identify the interests of your employees during the interview process for greater clarity.

Offer Training and Help

You can't expect your employees to be engaged in their routine tasks and organization and build a culture of trust without helping them clear the hurdles in their path. If you have to set up the team for success, you need to offer training and development.

While encountering obstacles is a part of the process, as a manager, it becomes your fundamental duty to remove them by helping your employees find the right resources.

Delegate Work Meaningfully

When employees have jobs that they find interesting, they are devoted to their work. It is also great to have their day-to-day activities and goals sorted on a more detailed level.

As a manager, it becomes your responsibility to make sure your teams understand their and their colleagues' roles and responsibilities. This makes accomplishing tasks easier both at an individual and team level. Without the presence of these details, employee retention becomes a challenging task.

Have One-on-one Discussions

If you only talk to your employees about their performance during the mid-year or annual review process, it's time to change it. Long gone are those days when teams had to wait for months to get their feedback.

With the fast pace of work and rapid growth these days, employees want feedback as soon as possible. This leads to more immediate corrections and reduces the wastage of the workforce and resources of the organization.

To keep your employees engaged, you don't necessarily need to have a formal check-in strategy. Sometimes, informal catchup can also help you keep up pace with your team members.


Talk About Engagement

Why not engage in a conversation when you can talk about projects, the workplace, and other work aspects? Successful managers are good at transparently communicating about engagement and the steps they are taking to improve it.

You can hold meetings where your employees talk about the current state of engagement and propose solutions to further it. It might seem like an additional meeting cost, but companies with higher employee engagement drive much superior financial return and growth in the long run.

Tell Them About Organizational Growth

While your employees are engaged in day-to-day activities, it is also fundamental that they know about their actions' overall growth. Since they are the organization's backbone, they must understand what they are doing and how it is reflected in its numbers.

This incorporates a vested interest in the organization and in the daily tasks that they have to accomplish. Similarly, it also helps develop new ideas and be proactive in areas of business that are doing well.

Give them the Space to Work and Grow

Allow your employees to grow and trust their decisions. A crucial part of employee engagement is trusting your workers in managing their tasks and decision-making. Once the interview process is over and you recognize their skills, you must demonstrate them by trusting their abilities.

Try not to micromanage as it adds to the stress and unwanted friction. Employees are more engaged when their ideas are valued and respected instead of being rubbished completely.

Recognize Efforts

You don't have to wait for the annual reviews to tell your employees how well they perform. Instead, try to recognize their efforts as much as you can. At the same time, you also need to understand what kind of recognition works the best for your team.

Be it a team lunch or words of encouragement, eleven the slightest acknowledgment of the job can go a long way in increasing employee motivation and engagement.

Ask for Employee Feedback

Employees are engaged in an organization when their opinions are valued. So ask your teams about the improvements and changes they would like to see both in daily activities and its overall functioning. You never know how some of the feedback can drastically impact and help your overall team grow.

Comments

Pawan Kumar (author) from India on September 15, 2021:

Hey Carlos, thanks for sharing your valuable insights here.

JP Carlos from Quezon CIty, Phlippines on September 14, 2021:

I worked in the human capital development for more than 25 years and it was only recently that I noticed how weird that sounded. Many corporations and businesses see employees as an investment. Perhaps from the business point of view, they do invest on people and it is a good investment when done properly. However, many fail to understand that they are people first, not an investment. And if we diminish their worth as a person, and see them merely as assets to invest on, companies will soon feel the backlash.

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