7 Easy Ways to Improve Staff Engagement in Your Organisation
As almost every sector in the world today becomes more competitive, organisations are relying more than ever on the dedication and commitment of their employees.
Without a passionate team of professionals, organisations struggle to unlock innovation and keep the motivation necessary to ensure targets are effectively met.
The problem is, increasing engagement can be a tricky task. Gallup’s “State of the Global Workplace” report indicates that only around 13% of all hires are engaged worldwide, and an even larger number are actively “disengaged”.
Employers in the public sector need to ensure that their recruits are passionate about their roles and ready to come to the office every day with enthusiasm and energy. The following tested strategies can help to motivate even the most challenging of teams.
1. Set an Example
If the staff in your organisation can see that everyone from C-level executives to group supervisors are engaged at work, then they’re more likely to show the same behaviour themselves.
By encouraging the leaders in your company to demonstrate the characteristics they want to see in everyone else, you begin to develop a “culture” of engagement, where commitment becomes a standard part of the status quo.
2. Show Your Appreciation
Saying “thank you” to someone in your team for a job well-done might seem like a simple thing, but it’s frequently forgotten in larger organisations. Today’s recruits crave acknowledgement from their peers and knowing that they’re going to get a thumbs up from members of the management team can inspire your employees to work harder on their projects.
Statistics show that employees who have supportive managers are 67% more engaged, and 1.3 times more inclined to stick with the brand.
3. Be More Flexible
If you’re hoping to bring more permanent staff onto your team in today’s economy, then an easy solution might be to show candidates that you can deliver the flexibility they crave. Today’s applicants aren’t just looking for a good salary and benefits package when working with a specialist recruitment agency. People want a career that delivers happiness and fulfilment.
In the public sector, it’s much easier to offer some experts flexible working schedules that allow them to do some work from the office, and some at home
4. Hire for “Attitude” Not just Skills
Finance leaders need specific skills in their staff if they want to get ahead in the marketplace. However, hiring on qualifications alone might be a mistake, particularly if engagement is an issue for your brand.
Education and experience won’t always guarantee performance. Even the most impressive applicant can fail in your role if they don’t have the right attitude. With that in mind, work with your recruitment agency to choose potential employees that demonstrate the right personality for your organisations needs.
5. Connect from Day One
From the moment you bring someone new into your organisation, start looking for ways to keep them inspired and engaged. This might mean coming up with a new and improved on boarding process that gets your recruits excited about working with you. After all, sitting through an old-fashioned PowerPoint presentation and filling out mountains of paperwork isn’t always the best way to motivate your staff.
During the onboarding process, you can use a face-to-face interview to ask each professional what they hope to get during their time working with your organisation. This will help with the process of creating a career development plan at a later stage.
6. Provide Coaching and Training
Aspirational and ambitious experts are continually looking for new ways to progress in their career. They want to know that when they start working with their organisation, they’re embracing an opportunity that will allow them to refine their skills and potentially take on more significant responsibilities in the future.
Organisations that invest in the future of their employees are often the one that gets the most loyalty and engagement in return. What’s more, as you provide more training opportunities to your staff, you’ll also be able to tap into their new and improved skills when it comes to making your venture more competitive.
7. Ask for Feedback
Finally, the easiest way to determine whether your engagement initiative is having the right impact on your team is to talk to them about it. Employers often assume that they have to be the only one giving feedback in the work environment. However, your professionals can provide you with plenty of great insights into how can you can build your company culture, and make your environment more appealing to new talent.
Asking your team for feedback is a great way to show them that you care about their opinion, and ensure that you’re making positive changes on behalf of your business
If you are looking to attract the right talent or would like to discuss your next career move, visit our Get In Touch page to speak with one of the Harris Burns team.
Westwood Harris Burns are specialists in Executive Search and Senior Finance appointments within the Public Sector; with particular expertise in NHS, Housing and Charity Sectors. With over 60 years combined experience, we have extensive knowledge of the market, proven track records and established networks, allowing us to provide a wide range of services to both clients and candidates alike.
To learn more about how we can support you to either build your team or career, visit our Get In Touch page.
