Employee engagement is a buzzphrase that has been tossed around a lot in the past decade. Everyone talks about how important it is to retaining the top talent your recruiting team and hiring managers have worked so hard to get. After all, research shows that when employees are more likely to stay when they feel valued and supported. Retention—and therefore, engagement—is crucial for retaining institutional knowledge and growing your organization.
But how do you make it happen?
The following three steps include proven strategies for reducing turnover, boosting engagement, and enhancing wellbeing. Put these in place, and you’ll build a stronger workforce.
Step One: Improve Retention and Reduce Turnover
High turnover is an expensive problem. Not only does it drain resources, it also tanks employee morale and can lead to turnover contagion. It is possible to stem the flow of turnover, but only through purposeful, strategic planning.
Offer Competitive Compensation and Benefits
Salary is the top single reason employees decide to leave their company, according to a recent Gallup poll. Of the 16% of people who cite compensation as their motivation for switching jobs, 15% specifically mentioned pay. Yet money isn’t the entire story. People want benefits that support their goals, families, and lifestyles. Health insurance, retirement plans, and paid time off are basic offerings at most companies. Offering perks like tuition reimbursement or professional development budgets can make your company a top choice.
Foster a Positive Culture and Work Environment
While salary is the top single reason for leaving, “engagement and culture” encompasses all the reasons that 41% of people switch jobs. From a lack of advancement to “unrealistic job expectations,” most people want a reliable and relatable place where they can grow. Employees especially desire respect, honesty, and transparency in an employer. If your team feels they can trust you, there’s a much better chance that they will stay—or at least discuss options before heading for the door.
Provide Frequent Feedback and Prioritize Career Growth
An employee shouldn’t only receive feedback at their annual review. Millennials and Gen Zers have highlighted the need for frequent check-ins to feel connected and aligned with company goals. Constructive feedback is beneficial for the company, too. These conversations let managers discuss any concerns early in the process, as well as give clear guidance to course correct. When clear career paths are offered along with this encouragement, employees will feel as though you’re invested in them. Provide ways for them to learn new skills and take on different responsibilities, and they’ll be more likely to stay.
Step Two: Engage and Motivate Employees
Between the Great Resignation and “quiet quitting,” post-pandemic workplaces have struggled with engagement. The sudden shift to remote work created a disconnect between employee motivations and corporate goals. Identifying what’s most important to employees is the key to motivating them—as long as employers can align those factors with the company’s bottom line.
Provide Purpose As Well As Flexibility
Everyone wants to feel that their work matters, so show employees the impact of their work. Underscore your company’s mission and values by connecting them to individual roles and responsibilities. This connection to something bigger can motivate employees, especially when they are asked to compromise. If your company is able to, consider offering flexible work arrangements like shifted hours or remote days. But even if it’s imperative that the team come together in person, try to give them autonomy over how they manage their workloads. As long as they can meet their goals, this trust will go a long way to engaging employees.
Strengthen Team Connections
One of the biggest challenges of any workplace—but especially in remote or hybrid settings—is making the team feel connected. Planning and setting aside time for team-building activities, whether in person or virtual, can make a difference. Encourage employees to connect with each other beyond their immediate projects. A simple “water cooler chat” can build camaraderie between two employees who normally wouldn’t interact. All this connecting improves morale and creates a sense of belonging.
Provide Recognition and Advancement Opportunities
Recognition is arguably the most powerful motivator for most of us. Everyone wants to know that their hard work is valued and appreciated, whether it’s in the form of a callout in a team meeting or a small award. Celebrating big wins and small victories together encourages employees and emphasizes the team aspect of the workplace. In addition, be sure to celebrate internal promotions of those whose work and dedication enabled them to move up. When other employees see “one of their own” advance within the company, they will be inspired, motivated, and engaged.
Step Three: Introduce Wellness Initiatives
Burnout is a very real problem still in workplaces across the country—even across the world. While the pandemic put a spotlight on mental health in the workplace, nearly five years later we’re still seeing the benefits of prioritizing employees’ well-being. In fact, companies that do so see higher retention and productivity.
Encourage Work-Life Balance
One of the major factors that leads to burnout is the blurring of lines between work and home life. The practice of always being “on” affects both employee performance and engagement. The key is to promote work-life balance by encouraging employees to set boundaries. Create a culture where it’s acceptable to take breaks, use vacation days, and log off after hours. And management should lead by example and respect their own time. To further encourage work-life balance, companies can consider offering fitness classes, wellness workshops, or gym memberships. The key is to improve focus, reduce stress, and increase employee satisfaction.
Raise Mental Health Awareness
A great way to show your team that you value their well-being is by providing access to mental health resources. Many companies offer Employee Assistance Programs that connect workers with counseling services or other resources. It’s critical to not only ensure that employees are aware of these programs but also feel comfortable using them without judgment. Management can do their part by learning to spot signs of burnout and encouraging open discussions around stress management. Listening to employees’ challenges and showing empathy can make a big difference. When managers are supportive, employees are more likely to feel valued.
Final Thoughts
There’s no easy answer or one-size-fits-all solution for improving retention and engagement. Building a stronger workforce is a strategic undertaking that requires a human touch. Moving past buzzwords and HR jargon and putting real plans in place can transform your workplace and ignite passion in your employees. Not only are engaged employees more likely to stay, they’re also more likely to bring their best to work every day. Building your strongest team is essential to your company’s success in reaching its goals.