byCredit Union Front Line
Studies show that organizations with high employee engagement are more productive and efficient.
And these companies boast higher retention numbers, which avoids the costs of training new hires when employees leave.
But you can’t fake employee engagement—nor can managers dictate it.
“Top-down solutions might produce clarity, but they don’t inspire buy-in or practicality,”Gallup Business Journalreports. “Top-down decision making misses an opportunity to engage teams in creating and ‘owning’ their own solutions.”
Treat employee engagement as a process, not a one-time event. Action plans formed through management/employee dialogue are a proven strategy to increase long-term engagement.
When evaluating employee engagement,Gallup Business Journalrecommends you ask employees five questions to generate participation, determine goals, promote practical action, and encourage ownership:
- How do we definesuccess?Gallup’s employee engagement survey features a dozen statements related to the work environment. Managers should listen for unexpected suggestions and also gauge the intensity of feedback about existing issues.
- What’s the ideal outcome?Encourage employees to think big, starting with the best solution—which might not always be the most expensive one. These conversations breed empowerment and create a benchmark for achievement.
- How far must we go to reach the ideal?Talking about your shortcomings as a team or organization isn’t easy. But a transparent discussion builds goodwill and creates a platform for dialogue. And everyone can take responsibility for processes or products under their control.
