Key to Employee Engagement Lies in Understanding Human Behavior

February 16th, 2016 by

friendshipatworkIn today’s post, Advice and Resolution team member Renee’ Watkins shares how getting back to the basics of understanding human interaction at work may be the key to strengthening employee engagement.

Employers spend a lot of time and money on employee engagement strategies, hoping they are doing all the right things to make a positive impact and maintain strong relationships and loyalty among their workforce.  Still, many studies suggest employee engagement on average is low.  This is an indicator that employers are either not doing enough to keep their employees engaged, or what they are doing is simply not effective.

There are some specific and very basic fundamentals surrounding human behavior and how they influence engagement.  Even seasoned professionals can forget from time to time and neglect to stick with these basics which can lead to an ineffective engagement effort.

Examine the fundamental truths below to see how they compare to your engagement strategy. If you are doing one of these, is it working?  If it isn’t, can you change it?  If it is, can you do more of it?

Employment Engagement Truths

  1. All the goodies, gimmicks and giveaways in the world are no substitute for a rewarding work experience.
  2. Spoiled employees, like spoiled children, become childish and entitled.
  3. Every action, no matter how small, can affect employee engagement. An email, an interaction or a simple note can have a definite impact.  Take nothing for granted.
  4. You build, or tear down, employee engagement one conversation at a time.
  5. Ask your employees for feedback on employee engagement and listen to what they have to say.  They are a valuable resource and know best what it takes to engage them.
  6. If you do not ask for feedback or you choose to ignore it when provided, you may not find what creates employee engagement until it is too late.
  7. Do not solicit input from your employees unless you plan to use it.
  8. Engagement is a two-way street.  Employees are not going to care about your goals unless they feel you actually care about theirs.
  9. It is one thing to make an employee feel like they matter, it is another to empower them to actually matter by making a difference in the organization on a daily basis.
  10. Your business is not a rehab center for troubled employees.  You can only do so much.  You are not a therapist, you are a manager.
  11. Avoid feelings of uncertainty among your workforce.  Uncertainty leads to fear and fear tends to focus on oneself rather than the common goals of the team or organization.  Communicate and be transparent as much and as often as you can.
  12. Give specific reasons for any directive.  It is always easier to deal with a “What” when you have a “Why” to back it up.
  13. Focus on what you can control, not on what you cannot.
  14. Finally, look in the mirror and ask yourself what it would take for you to continue to remain engaged in your company.  Put yourself in the shoes of your workforce.

Before you invest an inordinate amount of time and money into expensive employee engagement practices, see how getting back to the basics will work for your business. Stick to these simple truths and you may find that higher employee engagement is attainable without all the headaches of those expensive strategies!

For more information on engaging your workforce, please contact our Advice & Resolution at 919-878-9222 or 336-668-7746.

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