Employee engagement has fallen into and out of favour over the years. At times it is seen as an illusive concept which is difficult to quantify, measure or obtain. And at others, it is quoted around the board table alongside the figures from the P&L as a sign of how successful an organisation may, or maynot, be. But does it really matter? And if it does matter then how can we improve employee engagement without spending a fortune?
Employee Engagement describes the level of enthusiasm and dedication an employee feels toward their job and organisation.
In reality, employee engagement is not about huge budgets and flashy perks, it is about connection, recognition, purpose and trust. So how can you improve employee engagement without blowing the budget?
1. Get Engagement Basics Right First
Many organisations overlook the fundamentals which include how people are treated on a daily basis. At a recent event, our Founder, Sarah Clarke presented with Ian MacArthur on the importance of the having the fundamentals in place. The Greater Manchester Charter is a vital tool to which helps businesses understand what they need to do to get the basics right, and whilst some do cost money (e.g. paying living wage), this is proven to deliver ROI for businesses in the long-run (GEC Evaluation, 2022). In the meantime, for businesses who want to get the basics right focus on reducing confusion or frustration by creating clarity and care across teams. This includes reviewing and clarifying all roles, responsibilities and handovers and setting clear service expectations between teams and individuals. Help coach people to focus on how their work contributes to the team and business goals as by empowering people to work together this creates engagement.
Actions could include: open roles & responsibilities, team huddles, shared ‘ways of working’, visual collective goal and progress boards, innovation huddles, etc.
2. Listen (& Mean It!)
Leaders who do not listen to their teams, peers or even own leaders create frustration and disenchantment. Employees who are asked for feedback, but nothing changes as a result can in reality become more disillusioned so it is vital to listen – and we mean really listen, and then act on the feedback. A client recently had undertaken an employee engagement survey for the fourth year and the results has fallen off a cliff, because of the perceived lack of improvements. Whilst the leaders could list all the changes they had made some fundamental suggestions had been overlooked, and whilst they were not possible, no leader had explained why this wouldn’t happen to the employees. Once this conversation was had, and the employees understood why their suggestion was not possible (and in reality it was for legal and discrimination reasons) they were more than happy with other improvements which had been proposed. The following year engagement soared – because people has been listened to, and the feedback loop has happened.
Actions could include: free online surveys to gain feedback, hosted ‘ask me anything’ sessions or feedback circles, holding stay interviews with people who have been in the business for different tenures, practical improvement workshops, etc.
3. Recognise & Appreciate Others More
All people need to feel valued, and whilst some might dread (understandably) being asked to stand up in front of a crowd for applause and awards that does not mean they should not be recognised for their effort, dedication and commitment. Recognition does not need to be public, although it can be for some, and it needs to suit the individual being recognised. Small gestures of thank you from senior leaders, even if off the cuff, can be hugely rewarding for individuals. Peers who recognised and appreciate each other forge closer bonds and deliver higher quality work so design a framework which is not onorous to recognise and appreciate each other, both individually and collectively.
Actions could include: introducing peer-to-peer shout outs, encouraging managers to give timely thank you specific to the task or action, personal thank you cards written with meaning, etc.
4. Promote Belonging & Relationships
People stay for people. In many situations it is the people, not the job, which forces people to leave – or ideally, stay. Ensuring people have productive relationships across teams, with their peers and with their teams is vital to promote employee engagement. Ensuring that people understand each other, and really feel like they belong is a huge driver of engagement. Encouraging people to talk to each other, have lunches together and chat either face to face or remotely is crucial to help promote positive relationships and foster a sense of belonging.
Actions could include: Buddy systems for new starters or across teams, set lunch times promoting people eating together, inclusive spaces for people to have time out together, guided team walks outside the office or sharing of recreational ideas or external volunteering events as a team.
5. Empower People To Develop & Learn
Many organisations cut their training budgets in times of crisis, which despite being proven to be detrimental, is often something non-negotiable around the leadership table. Learning and progression does not need to cost as creating peer-to-peer learning networks, ensuring people work across teams or regions and role modelling a sharing of knowledge can really help empower people to learn – without the large price tag. Many younger workers, and older workers, like learning new things so cross-mentoring can be really helpful. Employees who feel like they are progressing, improving and learning new skills are more engagement because of this.
Actions could include: set-up a training and development sharepoint site to share knowledge, create a library of business books in the canteen, create skill swaps where people teach each other, give time for self-directed learning online and ask people to share what they have learnt with each other.
What next?
If you think employee engagement may be low in your team or organisation, especially in time so financial strain then listen to what people are saying. Often people have their own solutions which when implemented will improve engagement. Flexible working is often seen as a huge perk, much more than a salary increase which impacts tax and other benefits so it is not all about money when it comes to engagement. Have a read of our engagement checklist below to gain some more ideas.
Reach out for a free 30-minute consultation with one of our team to find out more.
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