We define an engaged employee in three ways. And while I believe this definition still works, to help us all during these challenging times We’ve added a bit more detail as well as some things to keep in mind as you continue to focus on and drive employee engagement.
1. An engaged employee understands and believes in the direction of the company
An engaged employee understands the company’s direction, their purpose and mission, and believes in how they’re getting there through their company values.
In this new world of work, we need to ensure that we are continuing to drive the business and engagement through our purpose, mission and values, not casting them aside, but using and interpreting them in different ways to face new challenges.
Keep in mind…
Communication is critical
Communicating how your company is doing against your purpose and mission is critical in these times of uncertainty. It helps reduce fears and confusion, and at the same time, helps your employees understand how you’re continuing to drive your purpose and mission, which helps create some sense of stability.
And if anything changes, which it most certainly will, communicating in an open and honest way is even more critical. For example, if you’re putting a hold on recruitment, explain why you’re doing this, how it will support the business, and what it will mean to them personally. Don’t leave it to employees to guess and interpret, for most of the time they won’t get it right.
Continue to live your values
Your company values are what you’ve determined will help your employees and business succeed. So even in challenging times, it’s important to make sure that they remain prominent in how decisions are made and the behaviors that are expected in your leaders and your workforce.
There have been some lovely examples of how companies are living values such as care, integrity and respect in how they’ve adapted their people processes and policies.
2. An engaged employee understands how their role contributes to the success of the company
An engaged employee clearly understands how they personally contribute to the company and how they help it succeed. This is even more important now with roles and processes changing as businesses operate in different ways.
Keep in mind…
Address how roles are changing
Face it, all if not most roles will change in some way in the short-term. It’s important to address this now, having managers discuss and agree these changes with their employees, helping them clearly understand their new role and their new expectations. And since our businesses will continue to face change, it’s important that these conversations happen on an ongoing basis.
Continue with recognition
Recognition helps our employees feel appreciated and at the same time helps them understand how what they’ve done has helped the company succeed. So even in challenging times, recognition needs to continue as both your employees and business need it. And, as I always say, recognition doesn’t have to cost anything, so don’t feel that since you may have to pinch the pennies you no longer can recognize one another. Remember, a simple thank you costs absolutely nothing!
3. An engaged employee genuinely wants the company to succeed
An engaged employee will do what it takes to help the company succeed through not just hard work, but through innovative thoughts and ideas. This is even more important now, for new ways of work and new ideas are what will help our companies survive in these challenging times.
Keep in mind…
Focus on results
As many of our employees will be working from home, we need to encourage managers to clearly and openly agree and discuss milestones and results, stressing that these are how hard work is measured. This will not only keep everyone on track, but will add structure and remove some of the confusion and uncertainty which may pop up for many who are new to working (and managing) from home.
Share new ideas
Some of our people will easily come up with new ways of working, while others may struggle with this. We should encourage our teams to share new ideas, with us facilitating this throughout the organization. Get everyone excited and open to sharing, maybe even having competitions for the best new ideas.
We hope this has helped you as you continue your engagement journey on this new and bumpy path that we’ve all been led to. Let’s continue to share and care, for our employees, for our businesses, and for one another in the HR profession.