How Managers Can Increase Employee Engagement

I Love My Job! For Business, Teaching, Office & Workers!Having engaged employees is perhaps the ultimate secret to a successful

In fact, in the past decade, most organizations have moved from focusing
on employee satisfaction to focusing on employee engagement.

Surveys consistently show that the single most important factor in employee engagement is an employee’s relationship with his or her direct manager.

If you are a manager, you can increase employee engagement in your organization with these 5 simple tips.

Tip #1: Encourage Ideas

Encourage your employees to share their ideas with you via an employee suggestion program. This can increase motivation, encourage teamwork, and promote loyalty within your organization. Showing your employees that you want to hear their ideas can boost employee engagement.

Tip #2: Give Credit When It’s Due

Your employees are probably spending a lot of time at work. Show your employees that you appreciate their time by letting them know when they have excelled on a project or task.

Tip #3: Communicate Clearly and Often

Communication is key in any relationship. Keep communication at a top priority and initiate conversations with your employees. Regularly check in with them to offer feedback, give comments, and ask them questions that are both informal and specific. Be crystal clear to avoid any misunderstandings.

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Tip #4: Express Appreciation for a Job Well Done

Actions speak louder than words. A simple and sincere “thank you” will show your employees that you appreciate their work. You can also express appreciation by celebrating your employees’ successes. These actions show your appreciation and encourage your employees to keep doing their best.

Tip #5: Be Available

Though this seems obvious, it can be difficult to be available to your employees when you have other things going on.  Remember to keep an open door policy and let your employees know you’re available for questions or comments.

How Campbell Soup Keeps Their Employees Continuously Engaged

campbellDoug Conant, former CEO of Campbell Soup Co., took the canned soup company to the next level with employee engagement.

In 2002, Gallup measured the engagement levels of Campbell’s managers and found that 62% of them considered themselves not actively engaged and 12% felt they were actively disengaged. Conant said those numbers were the worst for any Fortune 500 firm ever polled.

Conant wanted to change the statistics and his organization. He believed that Campbell needed to demonstrate its commitment to its people before they could demonstrate its commitment to it and its success.

Campbell celebrates successes at a high level. Conant himself sends 20 thank-you notes a day to his employees on all levels. He has lunch every six weeks with a group of employees to get their perspective on the business, to address problems, and to get feedback.

To make sure his employees were staying actively engaged, Conant checked in every year. Management surveyed all 580 work groups at the same time annually and reviewed the results with their managers to make sure they were meeting goals.

With these steps, Conant revitalized company culture, improved financial and market performance, and Campbell became more innovative.

Seven years later, 68% of all Campbell employees say they are actively engaged, with only 3% believing that they are actively disengaged.

The engagement ratio was 23-to-1. Gallup considers 12-to-1 to be world-class.

Your Turn

Take Doug Conant’s lead and revitalize your company culture with employee engagement. Actively follow our 5 tips to increase employee engagement in your organization.

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Leila Durmaz

Hello, I'm your author, Leila Durmaz. I spend a lot of my time researching the best practices for Employee Suggestion Programs, and writing articles to share them. I hope you find them helpful! I work at Accompa - one of our products is IdeaGlow Employee Suggestion Program Software.

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