Strengthen your employee engagement approach with employee onboarding

Employee engagement explains the relationship between employers and employees where they come together having a definite goal for the organization’s success, keeping in mind each individual’s well-being. Without happy, motivated and valued employees, business runs a risk of losing staff.

Whether your business is SME, a startup or a corporate, your employees deserve to feel like they’re working in an environment that doesn’t just strive for great results alone, but one where there are support, encouragement and appreciation along the way. There are some innovative and effective methods to transform employee engagement method:

a) Focus on your employee's strengths

Each and every employee is a unique individual, with a unique set of skills and expertise. The first step in improving employee engagement approach is to improve these strengths which will amount consistent results. Putting a spotlight on each employee’s strengths will demonstrate genuine care and investment in their career and personal success. According to research, 51% of employees have said that they aren’t engaged at work because they feel no connection to their jobs. It is the duty of a leader to ensure that employees feel engaged in their work. Regular check-ins to discuss targets, missions and monitoring their success rate can all contribute to their personal development plan.

b) Recruitment strategies

Recruiting staff that will be a good fit for your company culture and on board with your goals is, as every business knows, essential. The organisation should enhance employees morale by opening up new roles and positions to them. By opening up roles to internal staff, the investment you have in them is clear and, in turn, will have an effect on employee retention and engagement. A recent study found that 60% of workers who were promoted into jobs actually had higher performance levels than employees hired through external routes into similar roles. And, from a financial perspective, there are fewer costs involved when hiring internally – money that can then be invested into training, development and team building opportunities.

c) Perks for employees

Work perks should create a deeper impact on employees. Work perks that increase employee engagement and enhance employees well-being, don’t have to be costly or time-consuming, they just have to be genuine. For example flexible working hours or work from home. This shows your staff that you trust them to do their work in their own time. This kind of trust will indirectly be effective in leading towards a natural reduction in turnover, as they will be happy and satisfied to work.

As an employer or HR manager, it is time to take a look at how you can genuinely improve your employee engagement strategy. As more and more industries work to better their relationships between employer and employees, it’s critical that you’re able to keep up. Therefore you should speak with your staffs directly and know their needs.

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