Employee engagement doesn’t happen overnight, nor does it happen organically. It requires a proactive, defined strategy to be truly successful. And with organizational operations disrupted due to the global health crisis, engagement is more important now than it has ever been. To get started with a meaningful engagement initiative, it’s important to think strategically. First, managers need to be engaged. Managers have a direct influence on the engagement and performance of their reports, so it’s important that managers have the tools and training they need to be enthusiastic about their work. That enthusiasm is contagious. It’s also important that during this process, managers prioritize the growth and development of their team. According to a recent report from Achievers, 43 percent of employees would consider leaving their position for an opportunity to advance their careers. Offering opportunities like lunch & learns or sitting down with employees to help map out their career paths can go a long way in promoting a culture of learning and development that will go a long way in increasing engagement and bolstering retention.
Employee Engagement Starts With Managers