HR How-to: How to boost employee engagement - Abel HR

W2 Issues/Concerns

  • This field is for validation purposes and should be left unchanged.


Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

HR How-to: How to boost employee engagement

According to a recent Gallup poll, one in two employees have left their job because of their managers. This is due, in large part, to these so-called leaders failing to create environments where workers feel motivated or even comfortable.
So what can you do, as a manager or HR professional, to keep your employees in their seats? Forbes offers the following tips:

Clarity of communication:

From the leadership perspective, clarity of words requires an uptick in explicit communication and expectations (that is, communication that is stated outright) and a reduction in implicit communication and expectations (those concepts that we figure our team will magically “figure out”). Forbes notes that clear and consistent communication via meetings, phone calls, emails and texts are key because communication reminds employees of the areas they are in charge of while reinforcing that their managers are easy to approach and willing to listen.

Clarity of Goals and expectations

According to Gallup, managers need to help their employees set work priorities and performance goals – with data suggesting that this move alone can increase engagement by approximately 69 percent. Conversely, ff managers do not help set performance goals, 53 percent of employees are actively disengaged. In other words, your team wants and NEEDS your input and feedback on goals and expectations.

Focus on strengths and build rapport

According to the survey, when managers focus on employee’s strengths, 61 percent of workers are engaged and only 1 percent are actively disengaged. When employees use their strengths, they are more engaged, perform better and are less likely to leave their company. When you focus on weaknesses, 71 percent of your team become actively disengaged. While weaknesses shouldn’t be ignored, a focus on strengths encourages workers to use their natural talents and knowledge, meaning that employees are more motivated to stretch, grow and provide great value to the company. In fact, surveys suggest that raising up your team can boost annual revenues and profits by up to 210 percent – now that’s motivation!

Managers Must Be Engaged
In order to engage your team, you yourself have to be engaged. According to the survey, employees who work for engaged managers are 59 percent more likely to be engaged themselves, but Gallup reveals that only 35 percent of managers are actively engaged. What could your team achieve if this percent grew? It is up to you to figure out what keeps you motivated. Consider, for example, what company values are most aligned with your personal values and why, what career accomplishments are you most proud of, what makes a work environment most compelling to you and what can you do to create this environment.

Featured BLOGS

  • How To Navigate Employee Rewards

    Recognition and employee rewards are key to increasing engagement in the office. Not only that, but this can motivate your employees to become more productive and efficient. Thanking someone, whether verbal or written, would go a long way, but what other tangible or thoughtful rewards can you give to employees? Plus, how do you start a rewards or recognition program? Identifying How and When To Give Employee Rewards Companies may choose to give employee rewards depending on the occasion or situation. Here are some instances that employers give rewards: Job well done Great work performance Milestones While you may expect

  • How To Navigate a Non-Linear Reporting Structure

    Although it is not ideal, a Gallup survey suggests that 84 percent of US employees report to multiple managers. In past years, most businesses followed a hierarchal structure, whereby employees report to one person, who reports to the next in line, and so on up to the CEO. However, companies today operate in a more project-based environment, with teams spanning multiple departments on an as-needed basis.  While the matrixed workplace does have its perks, namely that someone can work across departments and have accountability and oversight on various projects, it can present its challenges. Probably the biggest pitfall occurs when