Employee Engagement Should Be Ongoing

a stick figure is questioning whether short or long term is the way to go

The one time annual effort to survey employees and then try to increase their employee engagement in the workplace does not last.

The typical annual employee engagement survey is still alive and well, but there are more and more leaders who believe that it doesn’t tell the whole or enough of the story. They want employees who are more than simply engaged.

Today’s leaders want employees who are inspired and support the organization not because they have to but because they are strongly committed to the organization’s purpose. To succeed at creating a purpose-driven environment takes more than a survey; it takes an ongoing commitment and an appreciation for the complexity of the issue.

Engaging employees well is increasingly important as a business differentiator. The more people love their work and the organizational culture their organization has created, the better they will promote your company, give it their all and stay for the long term. All this contributes to a business that continuously improves…a desirable but not simple goal.

Engaging employees these days takes a combination of approaches to reach a workforce that is geographically, generationally, culturally and functionally diverse. It is not enough to simply try to engage employees. Rather, leaders need to figure out how to build an organization that provides meaning, excitement, satisfaction and even some fun. This could involve changing performance management practices, the selection process, and even the work environment. You need the right talent and the right culture to support your business strategy. This goes way beyond traditional engagement.

Companies that understand how critical positive employee engagement is also understand that they must constantly evolve. They need to be flexible enough to re-design jobs to fit current needs, alter the work environment to encourage open communication, change benefits to suit workers’ life styles, and provide relevant and targeted development opportunities. In short, companies need to continue to invest in their people in ways that adjust to what people care about.

Some companies go so far as to measure employee satisfaction on a weekly or even a daily basis at kiosks. While this may seem excessive to some, the point is that smart leaders keep in touch with their employees so they are in tune with what their employees value, what they want to learn, and what inspires them. Smart leaders look at engagement as a long-term investment in their business success.

Read 6 Strategies to Move the Engagement Needle to Learn More

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