Employee engagement

by Hayley Oats and Vandy Massey

Common questions

  1. Why should I engage my team?
  2. What can I do to engage my team?
  3. How can I turn around disengaged members of the team?
  4. How do I recognise engagement?
  5. What can stop people being engaged?

 

1. Why should I engage my team?

It makes your life as a manager easier and more successful. These are some of the benefits of high employee engagement:

  • Higher team productivity
  • Less time spent on people issues
  • More team stability
  • Team success
  • Team growth
  • Less sick absence in the team
  • Less paid overtime – reducing the pressure on your budget
  • Team flexibility
  • Increased discretionary effort from team members
  • More passion and energy in the team, better customer experience
  • Increased motivation

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2. What can I do to engage my team?

All of the following will have an impact on engaging your team:

  • Talk to your team
  • Get to know your team members
  • Hear them – listen to what they say
  • Make time for your team
  • Actively support them
  • Empower them
  • Trust them
  • Be flexible
  • Be genuine
  • Have fun!

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3. How can I turn around disengaged members of the team?

First you need to find our ‘what’s wrong’ and stopping them from being engaged, and then you need to work with staff on putting these things right.

Asking them what does and doesn’t work is the best place to start.

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4. How do I recognise engagement?

These are just some of the signs of employee engagement:

  • Very low turnover of staff
  • Very low sick absence levels
  • Excellent customer service records
  • High efficiency/low waste
  • Great communications
  • Fantastic brand reputation
  • Enthusiastic and energetic employees

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5. What can stop people being engaged?

The following are some of the things that can prevent or curb employee engagement:

  • Management who don’t believe it matters
  • Lack of commitment to employees and/or employee engagement
  • Poor communication
  • Poor people management practices and policies
  • Apathy
  • Lack of direction
  • Poor line management

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