Developing Your Talent

Develop Your Talent

Three Cost-Effective and Sustainable Tactics that Improve Employee Engagement

By Kristen Leverone on August 12, 2014

We hear a lot about organizations investing in solutions to boost sagging employee engagement. Numerous studies have concluded that over 70 percent of the American workforce is disengaged to some degree; worldwide the number is an alarming 87 percent. Companies are trying a lot of different tactics, which may include an improved office environment, the addition of inventive benefits, or the implementation of a flexible work schedule. While all of these are positive improvements, they may only have a negligible impact on engagement.

Getting engagement right is critical to the health and long-term viability of your company. A recent article in the Gallup Business Journal reports that companies with engaged workforces were not only able to withstand the turmoil of a down economy, but went on to outperform their competitors as the economy improved. In fact, having an engaged workforce “can lead to up to 18% higher revenue per employee, for a total of 51% higher growth potential.”

What are successful organizations doing that is driving higher levels of engagement? One overriding theme is the role leadership plays in developing an engaged workforce. Here are three cost-effective and sustainable drivers for improved engagement that leaders can start doing right now:

  1. Improve communications. Holding regular team meetings encourages a culture of collaboration and provides insight into obstacles and needs. Encourage participation by asking open-ended questions, rotating meeting leadership among team members, and monitoring the involvement of different personality types so extroverts don’t dominate.
  2. Set the right example. Leaders must model the behaviors they want to see in their teams. The Gallup research notes that leaders’ attitudes and behaviors permeate an organization. Leaders should demonstrate how they’re willing to improve themselves—setting the example that being invested in one’s career produces results.
  3. Recognize performance. Positive feedback closely following the work performed instills pride and bolsters confidence. Sharing successes with the larger organization builds camaraderie and teamwork, and it gives high performers the visibility that can help them further along in their careers.

Never underestimate the role leaders play in developing a high-performing, innovative and engaged workforce. These three straightforward tactics will deliver results without costing a dime.

Watch our video to learn more about the benefits of investing in employee engagement.

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