Are you engaging your employees?
Given the current climate organisations may be tempted to put the issue of employee engagement on the back burner as budgetary matters take centre stage. But as people are clearly the key to lead businesses through the downturn and out the other side, investment in employees now will result in a stronger and more capable workforce better equipped to withstand the pressures of the recession.
Here at Mendas we get asked how organisations should go about approaching employee engagement, and we’ve found a common perception is that employees will be motivated solely by money. This is not always the case and in fact there are many ways engagement strategies can be developed without necessarily incurring high costs.
Firstly, it’s important to appreciate that employee engagement is about individuals understanding and being committed to the success of the business strategy, taking pride in their organization and going the extra mile to advance the organisation’s objectives. To achieve this there is a need to converse and collaborate with employees - providing an environment where two-way mutual communication can occur - rather than just communicating to them.
That is why strengthening internal communications is one way for organisations to encourage engagement. If employees have common channels in which to engage with the company, this can help to build a sense of loyalty and community. Intranet systems and internal newsletters can all work as part of this and can prevent the more destructive rumour mill that can begin when employees feel unsettled.
Digital technologies can also play a large role in engaging employees nowadays. Central Government are certainly seeing the potential of digital technology for collaborating with the public, with Mendas recently being involved in the recruitment process for selecting a Director of Digital Engagement to lead on this transformation. Mendas are exploring how such technologies can also be used internally to engage employees. Facebook, Twitter, and other online social communities can, for example, allow a company to interact with its employees in real time and therefore increase engagement.
Reviewing an individual’s development programme to ensure they are being continually developed is another way organisations can look to boost engagement. If employees can see that their long-term career aspirations are being taken seriously this can help encourage motivation and hence retention. By explicitly linking development to how this will help an employee contribute to business success can reinforce the message that the employee is - and can - make a useful and important contribution. Mentoring and coaching could also help in this respect as well as being a method to further instil an understanding of the business. Mendas has helped clients develop the internal capability of their managers so that they can be effective coaches for their staff, and also training for staff in what it is to be a coachee. This ensures that any coaching activity is as effective as possible, contributing to keeping staff engaged and motivated.
Another point to bear in mind is that engagement doesn’t need to start from when the employee is recruited but can very well start before that, during the recruitment process. Here at Mendas we have put together interactive microsites for clients to support their recruitment process in engaging with potential candidates. The microsites go further than simply providing information about the roles and the organisation as they allow the candidate to interact with the site and help them to understand their suitability to the role and the organisation. Microsites help to start engaging potential employees from the outset.
To end, what employers must bear in mind is that engagement factors are probably as diverse as the workforce itself, and so a one size fits all approach is unlikely to work. Businesses need to take the time to find out what employees want and then look at the best possible ways to meet their needs and create an environment where people are proud to work for their organisation and want it to succeed.
Marielke Pritchard, Senior Psychologist, Mendas Ltd
