HR and company leaders today have a massive challenge: Make employees feel engaged in their job so that, even as other job prospects increase, their commitment to the organization remains steady and strong.
This is essential regardless of the economic climate or job market landscape. So what are the most effective ways to influence employee engagement and job satisfaction?
Utilizing Talent to Create Deeper Engagement
Deloitte, in conjunction with Forbes Insights, conducted a global survey, including people from every industry and sector and across generations. The opportunity to perform meaningful work was seen as a critical factor in employee retention and an indicator of whether work is “meaningful.” Of those employees who indicated they intended to stay with their current employer, 72 percent felt their talents were being effectively utilized.
An Engaged Employee Has These Characteristics:
- Sense of ownership, passion, purpose, and pride in the organization.
- Energized, enthusiastic, and self-motivated. An organization ambassador.
- Considers the organization’s objectives over their own.
- Generates ideas and exerts discretionary effort to better the company.
- Volunteers to take on extra tasks.
The Keys to Employee Engagement
For employees to be engaged in their job and committed to their employer, three essentials are required: trust in leadership, clear communication about corporate strategy, and a belief that the leaders have the ability to execute that strategy.
First, employers need to focus on utilizing and developing employee skills. The employees who are committed to staying with their employers are the ones who feel their skills and abilities are being used in meaningful ways. Providing career development opportunities and looking at internal candidates for promotions are both important activities to embrace.
Employers also need to reward authentic leadership. Trust in leadership is a critical factor differentiating employees intending to stay in their jobs and those intending to leave, and translates overall into a more satisfied, committed, and engaged workforce. Always remember culture develops from the top down.
Finally, communication must be prioritized. Companies that communicate effectively and transparently are far more likely to engender trust, strengthen employee job satisfaction, and retain top workers. Survey employees to discover areas for improvement and strive to tackle weak spots.
