HOW TO KEEP EMPLOYEES ENGAGED AND HAPPY

THE PROBLEM

69% of employees report engagement is a problem in their organization

82% say it is very important that their organization address their employee engagement problem

69% 82%

Source: Psychometrics Engagement Study

Lack of employee engagement is a problem shared by many businesses in all industries

If you have disengaged employees at your company, it’s time to pay closer attention to the one common denominator:

YOUR ORGANIZATION

DISENGAGEMENT USUALLY STEMS FROM THE TOP

Poor management

Bad hiring decisions

Lack of communication

Inadequate training and disregard ofwork- balance issues...And other worst practices

THE BOTTOM LINE

Show your employees that you careabout what matters to them.

It’s not that difficult! Not if you truly listen to them!

THE SOLUTION

THE SOLUTION

6 essential steps to success

GIVE THEMMEANINGFUL WORK

1

“WORK GIVES YOU MEANING AND PURPOSE, AND LIFE IS EMPTY WITHOUT IT.” — STEPHEN HAWKING

54% of employees who are proud of their company’s contributions to society are engaged.

MEANINGFUL WORK

The missing link

A JOB IS MEANINGFUL IF ITALLOWS EMPLOYEES TO

Be themselves

Care about what they are doing

Feel valuable

Think creatively

Make decisions

Expand their skill sets

Have enough time to recharge

COACH YOUR EMPLOYEES

2

“TELL ME AND I FORGET. TEACH ME AND I REMEMBER. INVOLVE ME AND I LEARN.” — BENJAMIN FRANKLIN

Employees who report feeling valued by their employers are 60% more likely to report they are motivated to do their very best for their employer.

EMPLOYEES WANT AN ENGAGED COACHOR MENTOR

SOME BASIC COACHING TIPS TO GET YOU STARTED

Provide practical, actionable steps

Give relevant examples

Identify employee’s strengths

Place them where they can excel

Track their progress

Offer cross-training opportunities

Recognize improvement immediately

DEVELOPYOUR PEOPLE

3

“THE GROWTH AND DEVELOPMENT OF PEOPLE IS THE HIGHEST CALLING OF LEADERSHIP” — HARVEY FIRESTONE

58% of employees say that professional development contributes to their job satisfaction.

SATISFIED EMPLOYEES AREengaged employees

HERE ARE SOME TACTICS TO HELP YOU ESTABLISH A STRATEGY FOR DEVELOPING YOUR PEOPLE

Schedule employees to shadow seasoned workers

Offer cross-training opportunities

Give employees time to work on special projects

Design transition management problems

Provide external development opportunities

Reward leaders for developing employees

RECOGNIZE GOOD PERFORMANCE

4

“PEOPLE WORK FOR MONEY BUT GO THE EXTRA MILE FOR RECOGNITION, PRAISE AND REWARDS.” — DALE CARNEGIE

Highly engaged employees respond 83% favorably to the question, “How satisfied are you with the recognition you receive for doing a good job,” vs only 3% for disengaged employees.

GRATITUDE AND PRAISE IMPROVEENGAGEMENT

HERE ARE A FEW WAYS TORECOGNIZE YOUR EMPLOYEES

Say “Thank You”

Give praise for a job well done

Communicate achievements via company-wide emails

Provide on-demand feedback

Ask for advice in employee’s area of expertise

Treat them to something special

Ask your employees how they prefer to be recognized

HIRE THERIGHT MANAGERS

5

“HIRING THE BEST IS YOUR MOST IMPORTANT TASK.” — STEVE JOBS

80% of employees dissatisfied with their direct manager are disengaged.

30% of employees report a lack of supervisor support.

EMPLOYEES WITH GREAT MANAGERS ARE FAR MOREENGAGED AT WORK

WHO IS THE RIGHTMANAGER?

HERE ARE SOME OF THE TRAITS COMMONLY ATTRIBUTED TO GOOD MANAGERS

Fair

Mature

Empathetic

Communicates

Good attitude

Honest

Prioritizes

Accountable

Leads by example

Patient

HELP EMPLOYEES ACHIEVE WORK-LIFE BALANCE

6

“ALWAYS TREAT YOUR EMPLOYEES EXACTLY AS YOU WANT THEM TO TREAT YOUR CUSTOMERS.” — STEPHEN COVEY

While 67% of employees feel workers have work-life balance, 45% of employees disagree.

Offer a flexible work schedule

Allow employees to work remotely

Increase paid time off

Restrict off-hours intrusions

Conduct employee surveys

Recognize the signs of overwork

Encourage a healthy lifestyle

Establish a work-life balance culture

TO IMPROVE WORK-LIFE BALANCE IN YOURCOMPANY, CONSIDER EMBRACING SOME OF THESE SUGGESTIONS

CONCLUSION

These six steps are a great start for engaging your employees and setting up a successful partnership that will lead to higher performance, productivity and retention.

Some of these suggestions cost little or nothing to implement,and the rewards are definitely worth it.

FOLLOW THE GOLDEN RULEThe best advice we can give to you:

Do unto others as you would have them do unto you. Treat your employees as you, yourself, would like to be treated.

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