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21 Jan 2016
by Jamie True

Five steps for creating engaged employees

Every business should understand the importance of employee engagement, yet the problem of poorly engaged staff is costing UK businesses an estimated £2.7billion per year.

Traditional methods of employee engagement via ‘all staff’ emails and uninspiring intranets have grown stale. What today’s workforce want is simple, personalised and relevant company communications. 

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Engagement is still the number one problem facing companies and poor communication is costing companies £16,000 per employee. So how can companies better engage their workforce?

1) Reward people based on behaviours and results

Team lunches and Friday night drinks do not celebrate individual success. If rewards are generic employees won’t feel they are progressing on their personal path to fulfillment.

Instead companies must implement a system of instant recognition and tailored reward, where each new achievement is acknowledged in a unique way. Companies will make employees feel valued by providing rewards that are personalised and meaningful - for example rewarding film fanatics with cinema vouchers, or even taking tips from the US and holding reviews for athletic employees in dance classes.

By delivering personal rewards via real-time digital platforms companies can also strengthen the association between good performance and positive outcomes.

2) Implement peer-to-peer recognition

Gaining the respect of others is vital for strong self-esteem, which makes establishing a peer-to-peer recognition system the surest way to keep confidence high.

By enabling employees to recognise each other, companies can create a culture of mutual admiration and support, where the need for appreciation is constantly met. Not only will this remove negative associations with feedback, it will also encourage employees to use it as a basis for development — boosting performance levels.

3) Make company communication social

It’s hard to develop meaningful relationships during office hours where deadlines are tight and time is limited, however the need for a sense of community and social bonds is strong; employees need a space they can call their own and it cannot be exclusionary, like email.

Social tools have the power to enhance productivity, not just by saving time but also by giving employees a platform they can take over, manage, and grow. Providing a place to plan activities, such as work events or socials, will create an ongoing dialogue between employees that is transparent and fun — drawing employees together and tying work to the need for social fulfilment. 

4) Ensure recognition is easy and frequent

The fewer barriers there are to use, the more employees are likely to interact with company communication platforms, which makes accessibility crucial. Recognition and social tools should therefore be available for use whenever, wherever and via any device — which in most cases means mobile.  

Last year, UK adults spent over two hours each day using their mobile devices, a shift that saw mobile devices overtake desktop for the first time. This makes mobile the most personal means of technology with which companies can reach employees and deliver messages that are fast, as well as convenient.

5) Tie recognition to your company values or goals

A shared vision between a company and its employees will ensure the workforce is committed to securing company success and is fully engaged in present activity. Ensuring clear and regular communication of company goals, and current levels of achievement, will enable employees to track and identify with company progress.

Companies can achieve this by posting updates to digital platforms, and highlighting individual excellence by realising goals with recognitions for great performance. With greater unity between employees and company goals, there will be a stronger drive to ensure they are achieved, improving both loyalty and retention.

While the journey towards true employee engagement is ongoing, giving staff the tools to get there will give them a powerful reason to stay and work to their best ability—enhancing retention, performance, and revenue.  

This article was written by Jamie True, CEO and founder at WorkAngel.