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    employee engagement

    8 Tips on How to Make Employees more Productive Part 1

    Make employees more productive

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    Modern managers are always seeking ways to make employees more productive. The current economy is not only hard on individuals seeking work, but can be challenging for managers who are trying to hold on to good talent. While companies can’t make every employee happy all of the time, they can at least acknowledge and address some of the top reasons that talented employees leave. One of these reasons is that many workers don’t feel like they are being productive in their current line of work.

    The following are 8 professional tips to make employees more productive, happy, and less likely to abandon ship.

    [note note_color=”#efefef”][dropcap]1[/dropcap]Be a Good Employer. One effective way to make employees more productive is to take a look in the mirror. Are you the best manager you can be? Is the company competitive in terms of benefits and services available to employees? Even the most traditional benefits like retirement, have been cut from modern businesses. Hold on to these perks in order to make your company more attractive. Make sure to talk with, not to, employees about expectations, rules, and appropriate conduct. And most importantly be consistent, don’t display favoritism as it initiates hostility, conflict, and resentment.[/note] [note note_color=”#efefef”][dropcap]2[/dropcap]Make Them Feel Valued. Be encouraging and always be ready to publicly praise employees. This goes a long way, and instills loyalty in employees. If an employee makes a mistake, instead of berating the person, talk to them with positive language and encourage them to do better.[/note] [note note_color=”#efefef”][dropcap]3[/dropcap]Offer a Broad Picture. Managers can make employees more productive by revealing long term goals and objectives. Sharing the vision of the business sparks inspiration and serves as a motivator for employees to meet short term goals.[/note] [note note_color=”#efefef”][dropcap]4[/dropcap]Share Goals, Not Just Instructions. If management feels that sharing the big picture will somehow not make employees more productive, they should at least share short term goals so that that employees know why they are being asked to complete a particular task. Ensure new employees touch base with you frequently in order to keep them on track with goals and to offer guidance. Let seasoned employees choose their own path to complete goals once they are shared. Avoid hovering over them, a little trust goes a long way.[/note]

    6 Steps to Employee Engagement

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    Employee engagement is the litmus test to see if an organization will really fulfill its obligations to its employees, customers, and products. Despite the impact employee engagement can have on customer satisfaction, work culture, and profits, many business owners neglect to acknowledge or develop engagement initiatives. A recent Gallup Management Journal poll indicate that only 29% of employees are actively engaged in their jobs.

    The following are 6 simple steps to jumpstarting employee engagement on the frontlines.

    [dropcap style=”simple”]1[/dropcap] Connect. Managers and supervisors see employees daily. Take time out of your schedules to connect with employees. Consider introducing more incentive programs or executing more work-life balance initiatives. This will show employees that management cares about their well being and happiness.

    [dropcap style=”simple”]2[/dropcap] Clear Vision. Supervisors and managers must communicate the corporate vision to associates. Too often vision statements and presentations are shared with executives but employees are bypassed. If the vision it to be fulfilled, associates must know the reasons behind initiatives.

    [dropcap style=”simple”]3[/dropcap] Convey Expectations. Supervisors must convey their expectations to employees. One of the best ways to do this is to lead by example. If employees are expected to be polite and respectful to each other and to customers, supervisors should be respectful and approachable to associates and customers as well.

    [dropcap style=”simple”]4[/dropcap] Congratulate. Always celebrate employee achievements, no matter how small. Public recognition in front of peers and management will bolster employee confidence ensuring repetitive positive behavior.

    [dropcap style=”simple”]5[/dropcap] Collaboration. Studies show that when associates work in teams they can provide valuable insight to senior management and build strong working relationships that reinforce a unified since of identity and loyalty to the company.

    [dropcap style=”simple”]6[/dropcap] Credibility. Supervisors must demonstrate integrity and honesty and demand it from employees no matter the circumstances.

    Don’t let lack of employee engagement tarnish your organization.

    Creating a Culture of Employee Engagement

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    Employee engagement continues to be a challenge for many businesses and organizations. Bain & Company recently conducted a survey on employee engagement and the results were startling:

    • Employees with tenure scored the lowest on engagement scores, meaning that those with the most knowledge were the least engaged.
    • Engagement scores decreased as you progress down the chain of command. So those with the most contact with customers and products are more likely to be disengaged than idealistic executives.
    • Sales and service employees are more likely to be disengaged.

    Still there are companies who have managed to excel in an engagement culture, without the threat of reprimands by executives or through excessive engagement seminars. Instead the motivation to get engaged with customers and the company comes from the front lines; supervisors and senior associates.

    Supervisors Lead the Way in Employee Engagement

    Employees will respond more readily to energetic and passionate supervisors, than to distant executive directives. Therefore it is imperative that executives imbue direct supervisors with the authority to find creative solutions to employee engagement issues.

    Supervisors Have Constructive Dialogues with Team Members

    Companies must invest in training supervisors in constructive dialogue techniques. This enables them to engage in sensitive conversations relating to performance and engagement goals. Coaching also teaches supervisors how to recognize undesirable engagement patterns and how to effectively address them.

    Teams Know the Customer

    Ground level employee knowledge about their customers is key to increased engagement. These employees know what the customer wants, dislikes, and wishes your company provided. Companies who thrive on the employee engagement model talk to sales and service associates annually about customer needs and desires. Implementing associate suggestions will make them feel like their ideas matter and increase their engagement and loyalty to the company and its patrons.

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