For as much as we talk about and make efforts towards improving employee engagement, its still at an all-time low nationally.  How can we in HR help to move that dial?

According to Gallup, “Though there have been some slight ebbs and flows, less than one-third of U.S. employees have been engaged in their jobs and workplaces during these 15 years… Employee engagement has barely budged in years.” 

While employee engagement should be a company-wide endeavor and not solely placed on the shoulders of HR, below are some methods that HR can use to successfully improve employee engagement, according to a recent article on TLNT.com.

1.      Interview employees to identify sources of disengagement and involve employees in coming up with solutions.

Be sure to include a variety of employees at different levels and in different departments. Having one-on-one conversations will allow them to speak freely and allow you to hear the issues from their perspective.  Here at ASE, we’ve developed a People and Culture Committee that involves cross-departmental staff.  This allows us to get various perspectives about the culture at ASE and how it can be improved.  I also have one-on-one meetings with employees as needed, and I host small group lunches. 

2.      Remind managers that they play a large role in employee engagement. 
Managers play a key role in keeping employees engaged.  An employee’s manager is who they interact with the most during their workday.  Managers must have tough conversations and listen to their employees.  A manager is often the only one with the ability to make the changes necessary to solve departmental issues.  If they are not on board, change is very difficult.

3.      Encourage managers to be more than a boss.
Managers should serve as mentors and coaches.  Professional development is a key concern for employees.  Employees who are mentored and feel valued have better performance and are happier.

4.      Managers should encourage ongoing professional development of their staff.
Employees that feel stagnant in their career will be less engaged.  Supervisors should encourage them to continue to grow professionally.  Promoting professional development also shows the employee you care about them.  At ASE, we require quarterly professional development courses for every employee.

5.      Help supervisors work with their employees to match their interests and talents with organizational problems that need solving.
An employee is much more engaged when they feel valued and feel like they are using their talent to the best of their ability.  They will also perform better when working on projects that interest them and where their skills can be best applied.  Try not to pigeon hole employees based solely on job title or description.  Each year ASE sets organizational strategic initiatives, and committees are created to address each initiative.  These committees are cross-departmental and include employees at all levels.  We strive to place employees on committees that interest them and that utilize their experience, strengths, and skills.

6.      Train managers to give ongoing feedback.
Ongoing feedback is crucial to improving employee engagement. Many managers fall short in this area.  Constructive feedback can be used in a very positive way and allows the employee to continually improve.  But to improve, they need to know the areas they are falling short in.  Encourage managers to do this and train them on how to properly give constructive feedback.  Just as important is praising employees for their good work.  It’s important to praise individually, but organizations should also share across teams when an employee achieves something great.

7.      Encourage managers to show genuine interest in employees.
Employee engagement research has repeatedly shown that employees place a high value on having a manager who cares about them as a person.  Employees should feel like more than just a number.  Positive relationships in the workplace are crucial to keeping employees engaged.

8.      Show employees how their work contributes to the organization’s mission and objectives.
Often times employees can’t see how their individual work contributes at a higher level and to the bigger picture.  Employees need to feel that their work is making a difference, and sometimes employers need to paint that picture for them.  At ASE’s all-employee staff meetings, we discuss the performance of each service line.  This allows all employees to see how each department contributes to the overall mission of ASE.

Many of these tips point back to one thing…employees need to feel valued.  It also shows how important it is to communicate and listen to employees. Show your employees you value them and that their work is meaningful and appreciated.  And perhaps most important, when you receive feedback about organizational issues, address them and create a plan for resolving them.  Every organization has their issues, but it’s how they are handled that makes for a good or bad employee experience.

How have you moved the dial on employee engagement?  Share your own tips with me at [email protected].