You’re concerned about employee satisfaction. What can you do to increase employee engagement?

Employee engagement refers to the level of commitment, passion, and enthusiasm that employees have toward's their work and the organization they work for. To boost employee engagement, we have to focus on open communication, recognizing achievements, and providing growth opportunities. Ensure that they have a work-life balance with flexible arrangements and wellness initiatives. By prioritizing these areas, you can increase satisfaction and productivity among the team.

Firstly try to establish a friendly and supportive working environment where every employee can share everything without any fear with one another. Ensure job safety and their regular benefits. Works as a team to achieve the goal.

Employee satisfaction is the intangible yet powerful force that facilitates more engaged and productive workplaces. Happier employees are naturally more inclined to do their jobs better and for much longer than their dissatisfied counterparts.

Give fast and actionable feedback. Remember the “feedback sandwich” method? Well, that might not be as effective as has previously been thought. This method involved opening up the feedback conversation with a piece of good feedback, immediately followed by a constructive one. A more effective approach would be to pepper your entire feedback conversation with positives and negatives. You do not need to sugarcoat it (but do not be brutal either). In the end, you have to convey that the feedback is for the growth of both the employee and the company.

Enhancing employee engagement through reward achievement involves recognizing and rewarding employees for their contributions, achievements, and efforts in a way that motivates them and fosters a positive work environment. Setting clear goals and expectations helps to set the tone when it comes to reward, also making the recognition personalized and timely upon achieving the required goal have a huge impact on employee morale. Make sure that any reward ( Monetary or non Monetary ) is linked to a goal rather than subjective evaluation from Line Manager, to ensure fairness across the team.

In addition to appreciating the contributions of employees and/or co-workers, it’s important to make sure each person understands the mission and vision of the company and the impact of contributions they make. This creates a sense of belonging while confirming they are a part of something bigger than themselves. Not only does this strengthen the company, but employees are happier when they feel they are a part of something bigger, they feel more invested, they are more motivated, and they are less likely to leave. Never underestimate the power of belonging.

Don’t limit your workplace to a professional environment. That is to say, you need to encourage your employees to have conversations that are not boxed within a highly formal attitude. In order to communicate effectively, it is important to let them fly independent for a while. To do this, organize events and other community-building exercises. These will help in bringing together like-minded people from different departments thus developing the company culture.

Keep in mind satisfaction and engagement are similar but not the same. You can make working practices and conditions as comfortable and pleasant as possible, but without a clear purpose and meaning to work, engagement will always be out of reach. I’ve found that a good approach is categorising your key elements for engagement, these vary and there are an almost infinite number of frameworks available, but you will need hygiene factors (usually, where people derive satisfaction) team dynamics (where we get community) and meaningful work (where we align our abilities with the common goal and values). There’s nothing wrong with keeping employees satisfied, but getting their engagement is a bit trickier.

Onboarding is an employee’s first introduction to a company’s methods, operational processes, community, and culture. Therefore, it is imperative that leaders ensure a positive onboarding experience for employees. This also ensures increased employee engagement and employee retention in the long run. Provide all the necessary learning materials to a new employee. Help them get acquainted with the rest of the team and communicate all the necessary do’s and don’ts from the get-go.

Getting engagement IMO is a matter of creating a safety zone for people to express their suggestions, and responding ALLWAYS and INDIVIDUALLY about what happened with their suggestions. Some are superfluous and will be implemented. Those people need to know they are good soldiers marching in the same direction as the company. Some are visionary and in spite of opposition still will be implemented. Those people are the promoters of NEW and their life will not be easy - but they are the champions - and need to know that. Some ideas may be contrary to company direction. IMO this is where a great company shines: to look at those ideas and say: nah, this is not us, acknowledge the originators, and, if strong belief, help with alternate jobs