Engagement

Nine Tips to Better Implement Employee Engagement in Companies

By choosing to be an all-powerful manager, who tries to control all the activities of the company alone, you could become an obstacle to the performance of your business.

Excellent performance in business depends on the autonomous commitment of employees. It contributes to the growth of the company without fear or any form of discrimination.

The old system of performance management empowers only the manager of a company. It is disappearing and giving way to the new system called Employee engagement. Employee engagement focuses on empowering the employees in an organization.

However, most companies are becoming aware of the advantages of employee engagement but its implementation and solutions are still a problem for many companies to practice.

Here are the nine (9) tips to discover more about employee engagement, some solutions to the system, and, most importantly, how to implement it in your company.

1-Discuss with employees about employee engagement

Employee engagement is what some call the future of performance management. It’s a new approach that helps employees make better decisions in the affairs of the company. It enables a movement from bottom to top contrary to what is usually observed as top-down (manager dictates everything). It gets the employee to bring as much of their passion and talent to work as possible.

Organize a meeting and educate them on employee engagement
Meeting to educate about employee engagement

To introduce such a new Performance Management system into your business is complicated. It impacts on your company’s culture. Therefore, to achieve a successful implementation of employee engagement, you must be able to convince your employees of its importance and the benefits it can provide.

Let them know the key benefits and solutions that this system brings

Here are some advantages attached to this new system :

  • Recognizing and appreciating great work
  • Giving short and frequent feedbacks 
  • Improving employee well-being and resiliency
  • Facilitating internal communication
  • Nurturing informal learning
  • Measuring, surfacing insights from, and reacting in real-time
  • Encouraging organic manager-employee conversations.
  • Using a fluid system based on workflow, assignments, and business rhythm 
  • Adult-adult relationships between parties
  • Focusing on strengths instead of weaknesses
  • Promoting transparency
Employee engaged for company growth

This new approach makes people feel fulfilled and happy. It enables good company growth and culture. And so does a positive work environment that promotes good mental health.

Make life much easier by introducing a work tool that rhymes with this approach

Introduce a work tool to easily practice employee engagement. A tool that rhymes with the new approach to performance management. Hence, using this tool provides a better understanding and implementation of the benefits.

2-Share your strategy

You should share and discuss your strategy with your employees. To they must know your vision. Your ideas and the plan of actions that you intend to put in place.

Their commitment will lie in their initiatives to contribute to the achievement of this strategy. Moreover, sharing your strategy with your employees demonstrates your desire for transparency.

Note: Most employees prefer to work in a company that does not hide anything.

3- Set Objectives (OKRs)

Implement the new Performance Management with OKRs methodology. The engagement of your employees depends on the concentration they have on the objectives to be achieved. Start employee engagement at the beginning of a new cycle of OKRs. This will facilitate the relationship between the new system and OKRs.

As previously stated, employee engagement is about putting the employee at the heart of the business. It means that you have to trust them in the definition of OKRs. This goes through:

• Down-top and top-down objectives: Your OKRs no longer have to come unilaterally from the top level of the company to the bottom. It will often start from the initiative of the employees, their OKRs, from bottom to top without hindering the alignment of OKRs.

OKR workflow

Aligned objectives: The advantage of sharing your strategy also lies here. Your employees will be able to define their own objectives to stay aligned with the company’s vision. However, if they suggest a change, study the case before rejecting it.

Engagement can also depend on how you treat employees with their new ideas. I believe that you are very committed to your project or business idea because it concerns you. Your employees need this feeling too. So, help them to feel concerned by taking into account their opinions and initiatives.

Objectives for a quarter which implies performance evaluation every quarter: The quarterly cycle seems more suited for employee engagement. It allows you to frequently evaluate performance instead of reaching the end of the year. In doing so, you will be able to make a quick adjustment on what’s needed. Also, it will help you know when to organize individual performance evaluation sessions. And a collective one, during which everyone can intervene and make proposals for the future.
Do not forget to provide your employees with the resources they need to work well.

4- Make your employee more autonomous

You won’t be able to practice the new Performance Management if you can’t delegate responsibilities to your employees. For an effective result, managers must empower their subordinates.

Let them make their own decisions and initiatives. That is to say, they do not need to come to you every time they encounter difficulties. They don’t need to go up to the next level problems that can be managed by the lower level.

  • Reshape or reorganize your business
  • Delegate them important tasks

5- Create the employee development plan

One of the key elements of employee engagement is employee development. It assumes the creation of employee development if you did not have one in your company.

Employee development can be to organizing regular training to improve the skills of employees. It can also be to lead them to acquire new skills that do not necessarily relate to the job they do for the company.

Creating an employee development plan means thinking about the happiness, development, and skills of the employees. The more competent and fulfilled they are, the better they can work. They will be more engaged, and they will be more productive.

6- Establish a roadmap

You need to develop a roadmap for the implementation of this new Performance Management.
This roadmap serves as a reference for activities and your employees. Like OKRs methodology, it promotes concentration at all levels of the company and, therefore, the commitment of your employees.

7- Communicate frequently / establish regular check-ins

Communication, even if it is informal, is an indispensable asset in a company.
This new Performance Management enhances frequent and regular communication. This aspect was lacking in the old systems.
You should discuss the progress of each activity to know-how each one ends up. We have to know the problems encountered. Through short, regular, and instantaneous feedbacks, daily or weekly check-ins that are facilitated by some intuitive work tools like Happierco, you can do it.

Employee doing check-in

8- Keep on track of progress

The commitment of the employee also depends on the monitoring and requires improvement in the activities. But to do much better, you must have done well already. But how do you get your employees to do more?

Recognizing: recognize their work and congratulate them. You have to celebrate the talents that do well to motivate them more. The motivation is the beginning of commitment.

Train, coach if necessary: ​​We must also think about coaching, coaching who still have trouble getting into the pace of this new system. The employee development plan could, therefore, take this into account.

9-Evaluate the effectiveness of the process

It is crucial to make an overall assessment to ensure the effectiveness of the new Performance Management.
At the end of the cycle, you need to evaluate the degree of system implementation in your company.

This evaluation could be facilitated by the surveys that Happierco proposes. The effectiveness can be interpreted from the analytics becoming more brilliant. The feeling of belonging to your business idea that your employees develop, their willingness to do well, and the degree of autonomy they have.

Following the assessment, identify the problems, change some of the maneuvers you deem necessary. Improve yourself through this new PM approach that puts the employee and his / her development at the heart of the company’s activities, which leads to strong commitment.

If you can put these various tips into practice, your company will be ready to adapt to this new Performance Management. It offers more and more concrete and exciting advantages than the old systems. Are you ready for the change?

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