14 Ways to Foster Employee Engagement

It’s a competitive advantage for a service business like portable restroom rental businesses to have employees with a strong sense of commitment to their work roles and to the company they work for and its mission. Entrepreneurs throughout the broader business sector know that succeeding in their particular consumer markets first requires succeeding with their workforces.
Among the measurable results of increasing engagement across a group of employees are higher productivity, quality, and employee satisfaction and retention rates. Below are some well-proven tips for fostering employee engagement in your portable restroom rental business or septic services company.

What is Employee Engagement?

Worker engagement is the level of an employee’s sense of commitment to his or her role in the effort to achieve the company’s goals, objectives, and its mission. There are major business advantages of having employees who are fully engaged in their roles, work, and company.

Leadership Skills for Increasing Worker Engagement

Business leaders need certain general skills to succeed in keeping employees engaged with their roles and the company sufficiently to maintain strong levels of employee satisfaction and retention:
• Listening — Practicing active listening is key to learning what employees need and want from their employer and their work experience. Ask workers for their opinions on alternatives, and their feedback on results. Understand the need for people to be heard to be fully engaged.
• Speaking — The ability to communicate goals, strategies, and expectations, and to bring employees into the process of working with management through challenges, and provide transparency through information sharing is essential for increasing engagement.

Obstacles to Increasing Team Engagement

As a business manager, you need to first understand the business need for employee engagement. Building engagement requires insights into what motivates the individuals on your team. Insufficient efforts to get to know your employees and build a good rapport renders an inhospitable workplace culture.
1. Unkindness — Disrespectful overly-authoritative and inflexible management is a common complaint from disengaged employees. Employers who demonstrate a lack of trust in workers, or who make unrealistic demands cannot expect employees to remain engaged. Loosening tight controls encourages people to become more engaged.
2. Excessive Kindness — Managers who suffer from this syndrome may exhibit people-pleasing behaviors. For example, they may feel too uncomfortable imposing expectations on people. Or, they may be too afraid of someone quitting to provide the normal constructive feedback employees need to succeed and remain engaged.
3. Indifference — Difficulty relating to people whose personal motivations and occupational paths are different than their own can cause some managers to fail to recognize workers’ value to the business. That disinterest leaves workers to manage their engagement, without management guidance. That kind of detachment by a leader sets up a highly disengaging interpersonal relationship between management and workers.

14 Ways to Increase Employee Engagement

We’ve established that making sure employees know that they are valued and trusted, and understanding their needs and desires for their employment are all basics for generating an atmosphere of engagement. Here are some other essentials for ensuring employees have all the support they need to become more fully engaged at work:
1. Provide a safe space for individuals to speak freely about their concerns.
2. Show appreciation for strong efforts.
3. Celebrate individual and group accomplishments.
4. Assess project and task needs, and supply workers with the tools they need to succeed.
5. Show patience and encourage people to talk, instead of just listening.
6. Acknowledge people when you’re in their work vicinity.
7. Talk to workers about how their work furthers the goals of the company.
8. Empower people to work autonomously as much as possible.
9. Maintain ongoing development to help workers build their job skills.
10. Implement solutions to obstacles that are impacting workers’ progress.
11. Keep an open-door management policy, encouraging workers to discuss issues.
12. Bring workers into collaboration on solutions whenever possible.
13. Provide time for all workers to make suggestions for most efficiently meeting the team’s goals.
14. Ensure that plans are formalized for helping employees resolve any problems they’re having in meeting performance benchmarks and for helping them advance toward their career goals.

Development Plan for Fostering Employee Engagement

How confident are you that you can increase the engagement of your workers with their jobs, your management, and your business? Here are some ways to help you develop your understanding of employees’ needs and interests and how to increase engagement, based on that knowledge:
• Survey — Canvass your staff anonymously about their employee experience working for your business. Ask just a few open-ended questions, to encourage workers to express their impressions freely. Suggest that they say what they think about their jobs, preferences, needed improvements, desired opportunities, or any other feedback they want to provide.
• Record — List all problems you believe are hindering achievement of optimum engagement, based on your surveys and your observations. List all the potential solutions you can think of for each problem. Sort your list in order of priority, and then by the ease of completion.
• Schedule — Set times for team and one-on-one talks with workers, to ask how they’re doing in their job responsibilities, with their coworkers, and in general at work.
• Learn — Read items from the Additional Resources section at the bottom of this article soon. Then, select at least one other article or book chapter per week to help advance your self-education in employee engagement.

Final Thought

The benefits to a business from increasing employee engagement are well proven, in improving work quality, talent retention, profitability, brand reputation, and more. Fully engaged staff members have adopted a deeper interest in the company’s success. It has become a more personal endeavor for them, and they think more about what helps the business, vs. only about their personal performance goals and achievements.
In an organization full of well-engaged workers, the team is fully motivated to strive to achieve the maximum results for the business. Team members happily strive to go beyond employers’ and customers’ expectations, focus on creative solutions, collaborate, support one another, and their manager(s). They present themselves every day to customers and other employees with an air of true professionalism and enthusiasm for their work.
A business with a fully engaged team exhibits the quality of internal culture that any talented employment prospect naturally wants to be a part of and that consumers in your market want to trust with their needs for portable restroom rental services.

Additional Resources

Five Steps To Drive Employee Engagement And Business Growth, Forbes, https://www.forbes.com/sites/forbescoachescouncil/2018/04/20/five-steps-to-drive-employee-engagement-and-business-growth/#41f69c1c4e2f
Engaging Employees Starts with Remembering What Your Company Stands For, Harvard Business Review, Retrieved 2-22-2019 from https://hbr.org/2018/03/engaging-employees-starts-with-remembering-what-your-company-stands-for
Carrots and Sticks Don’t Work: Build a Culture of Employee Engagement, Marciano, ISBN-13: 978-07-171401-3
Sources

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