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7 Quick Tips to Improve Employee Engagement

by Sylvia Lehnen | SAPinsider, Volume 15, Issue 2

April 1, 2014

Learn seven ways managers can go beyond mere accessibility and boost employee engagement. Several key organizational and cultural shifts within a team can encourage a more satisfied and productive workforce. Strategies for inter-departmental exchange are also vital to bolstering employee investment in an organization and ensuring that employees feel engaged, focused, and appreciated.

 

A lot is expected of managers in today’s complex business culture. They must stay on top of their responsibilities and be available to their employees. This is quite the balancing act — especially for managers tasked with mission-critical day-today work and many people reporting to them. It is also not enough to simply be accessible; managers must engage their employees. Here are seven quick tips managers can put into action to more successfully engage their workforce.

1. Start each day with a quick team review.

Each day, take a few minutes as a team to discuss recent successes or projects, important goals, and possible road blocks. This will help your employees stay focused on relevant tasks and can also uncover potential issues.

2. Take an interest in employees’ personal lives.

While maintaining professional relationships is important in an office setting, a manager should care about more than an employee’s productivity. After all, you see the people you work with more than friends and even family in some cases, and having genuine relationships can build morale in a business. It also encourages employees to bring up any issues they are having, even if they are not work related.

3. Ask for suggestions and show that you are implementing them.

Great ideas for a business can often come from unexpected places. By asking employees to think about ways to improve the business, you promote a sense of investment in the employees toward their role and the company as a whole. Make sure to check in with them regularly for progress updates to show you take the suggestions seriously.

4. Block open office hours on your calendar.

It can be tough to catch a manager, especially for impromptu conversations. By blocking open office hours, your employees can feel confident that they are welcome to talk to you about anything.

5. Sit down with employees quarterly to review their responsibilities and their connection to big picture objectives.

Regular reviews of employees’ job scopes ensure responsibilities are distributed properly and that they have the tools they need to work efficiently. It is also imperative to show employees how their tasks play into the company’s high-level objectives and that their work is appreciated.

6. Challenge your highest performers.

Keep your top performers engaged by giving them interesting breakthrough assignments or opportunities to work cross-departmentally to build their skill sets. Make sure to recognize their contributions regularly.

7. Start a culture committee with the goal of planning inter-department group activities.

A culture committee should be a group of employees from different departments tasked with planning regular group activities. By having people in various roles plan the outings, the activities will feel less canned and more in tune with what people want. These events can be as simple as birthday parties or movie nights.

A Fully Engaged Workforce

Employee engagement is vital for an organization’s success and, as a manager, it is your responsibility to touch base with your workforce frequently. By implementing these seven tips, you can be sure your employees are engaged, focused, and appreciated. To download employee engagement resources, including a Harvard Business School white paper, and learn practical steps your organization can adopt, visit  http://bit.ly/1g2Fvv0.

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Sylvia Lehnen
Sylvia Lehnen

Sylvia Lehnen (sylvia.lehnen@sap.com) is Director of Content Marketing at SuccessFactors. Drawing on
a background in journalism, interaction design, and product management and marketing, Sylvia has worked
with consumer, enterprise, and cloud software companies to design and execute comprehensive content and
training strategies.



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