Employee engagement - the recipe for success
Happy and productive people equals growth
The four key ingredients of a happier, more motivated and more productive workforce are:
- leaders with a vision who value how individuals contribute
- line managers who empower rather than control their staff
- values that are lived and not just spoken, leading to a sense of trust and integrity
- employees who have the chance to voice their views and concerns.
Every organisations success is built on its people. Get the people bit right and you are likely to have motivated, productive staff and a more successful business.
Acas has been specialising in the people bit of workplace life for the past thirty-five years. We can help you take the four basic ingredients of employee engagement and produce a more motivated, happy business. Our advice is free and impartial and our voice is independent, which means we listen closely to your concerns.
We know that in reality workplaces are made up of far more than four component parts. There are other critical elements like accessing finance, customers, accommodation, skills, innovation, regulation etc.
But people are key. Get it wrong and you may be faced with low morale, poor levels of motivation and higher levels of absence. And you will often be lacking that creative spark - particularly when it comes to interacting with your customers.
What is employee engagement?
Engagement can't be imposed from above. It's about creating a cultural shift in the way organisations behave. For example:
- Leadership: it's up to leaders to set out their stall for the future - a vision that is good for the organisation and that means something to staff. But the narrative must be ongoing and not just a one-off - keep communicating!
- Line management. For organisations to thrive in the future they need managers who can relate to their staff. What weight does your organisation give to 'soft management skills' like active listening, motivating and empowering? Are managers equipped and confident in the skills needed to effectively manage staff and get the best out of them?
- Voice: your employees know first hand what works and what doesn't. If you can harness that knowledge productively you will get better decision making and more innovation. It's a fantastic way to start motivating your staff.
- Trust. Effective managers and commitment from the top of the organisation are some of the key ingredients in the recipe. But integrity is about making good your promises. Policies on things like quality and diversity have to be seen to work. Are managers practicing what they preach?