Post by moon125 on Nov 5, 2024 2:35:18 GMT -6
Engagement is a physical, emotional and intellectual state in which employees strive to do their best work and achieve results.
In this article, we will look at 10 factors that are most closely related to this concept and are studied in the Happy Job methodology. We will also tell you how to find out what prevents your employees from working effectively and give specific advice on increasing engagement.
1. Provide a comfortable workspace and a decent salary
Physical conditions (poor lighting, poor ventilation, noise, etc.) and work tools, from uncomfortable furniture to a lack of office equipment and shopify website design outdated equipment, can undermine a team's productivity. A lack of measures to ensure health and safety for workers in general has a depressing effect.
How material motivation should work
How material motivation should work
It is also important to remember that people lose a lot of productivity when they perceive the level of pay and the number of benefits and privileges provided by the company as unsatisfactory. For example, we have observed that people consider below-market pay to be unacceptable.
Below are some recommendations aimed at improving team satisfaction with working conditions and compensation:
Review your workspaces and make changes to improve comfort: ensure good lighting and ventilation, check the functionality of computers and other necessary equipment;
Create a relaxation area where people can simply drink tea or play board games during a break;
Inform employees about the benefits they are entitled to. If applying for benefits requires filling out any forms or documents, help with this;
The company must have an equipped kitchen or canteen, and if the work involves physical labor, people must have access to showers and lockers for storing personal belongings;
Explain to employees why they receive exactly this salary and under what conditions they can expect a raise, how the employee’s professionalism, knowledge, experience and education affect the size of their salary;
Monitor the market regularly, increase or at least index wages once a year;
Explain to employees how wages, sick leave and vacation pay are calculated, what taxes the company pays for employees;
Provide bonuses for activity in its various manifestations. For example, for working as a mentor, for successfully recommending an open position, or for finding a client (if this is not part of the employee's job description). In other words, for work that goes beyond the scope of job responsibilities.
You can evaluate the listed components of the working environment using the “Terms and Payment” metric on the Happy Job platform.
2. Develop managerial competencies
The manager plays a huge role in increasing employee engagement. His leadership skills, ability to establish trusting relationships, fairness in assessing employees' achievements, as well as the ability to motivate and inspire the team are of great importance for creating a favorable working environment.
The Role of Leadership in Employee Engagement
The Role of Leadership in Employee Engagement
How to improve leadership qualities that influence team engagement:
A leader must constantly develop his or her competencies by taking courses, studying business literature and attending thematic events;
It is important to be honest and decent towards employees, not to hide the real volume of work, compensation and other important aspects;
Always be ready to answer questions, listen to comments and suggestions, and help solve problems that arise. This creates an atmosphere of trust and support;
It is important to outline the framework within which the employee has the right to act at his own discretion. This will give him space for a creative approach to solving the problem and will allow him not to approach the manager with all the little things or obvious questions;
A meeting should only be scheduled in cases where a collective discussion is required. For routine information, it is wiser to use email or messenger;
Topics and materials for the upcoming meeting should be sent to participants in advance. This way, employees will be able to prepare for the meeting: formulate proposals or think through questions. This will make the meeting shorter and more effective. After the meeting, a document should be drawn up that reflects the decisions made on the issues discussed and indicates the employees responsible for their implementation.
You can evaluate a manager’s skills using the metric of the same name “Manager” on the Happy Job platform.
In this article, we will look at 10 factors that are most closely related to this concept and are studied in the Happy Job methodology. We will also tell you how to find out what prevents your employees from working effectively and give specific advice on increasing engagement.
1. Provide a comfortable workspace and a decent salary
Physical conditions (poor lighting, poor ventilation, noise, etc.) and work tools, from uncomfortable furniture to a lack of office equipment and shopify website design outdated equipment, can undermine a team's productivity. A lack of measures to ensure health and safety for workers in general has a depressing effect.
How material motivation should work
How material motivation should work
It is also important to remember that people lose a lot of productivity when they perceive the level of pay and the number of benefits and privileges provided by the company as unsatisfactory. For example, we have observed that people consider below-market pay to be unacceptable.
Below are some recommendations aimed at improving team satisfaction with working conditions and compensation:
Review your workspaces and make changes to improve comfort: ensure good lighting and ventilation, check the functionality of computers and other necessary equipment;
Create a relaxation area where people can simply drink tea or play board games during a break;
Inform employees about the benefits they are entitled to. If applying for benefits requires filling out any forms or documents, help with this;
The company must have an equipped kitchen or canteen, and if the work involves physical labor, people must have access to showers and lockers for storing personal belongings;
Explain to employees why they receive exactly this salary and under what conditions they can expect a raise, how the employee’s professionalism, knowledge, experience and education affect the size of their salary;
Monitor the market regularly, increase or at least index wages once a year;
Explain to employees how wages, sick leave and vacation pay are calculated, what taxes the company pays for employees;
Provide bonuses for activity in its various manifestations. For example, for working as a mentor, for successfully recommending an open position, or for finding a client (if this is not part of the employee's job description). In other words, for work that goes beyond the scope of job responsibilities.
You can evaluate the listed components of the working environment using the “Terms and Payment” metric on the Happy Job platform.
2. Develop managerial competencies
The manager plays a huge role in increasing employee engagement. His leadership skills, ability to establish trusting relationships, fairness in assessing employees' achievements, as well as the ability to motivate and inspire the team are of great importance for creating a favorable working environment.
The Role of Leadership in Employee Engagement
The Role of Leadership in Employee Engagement
How to improve leadership qualities that influence team engagement:
A leader must constantly develop his or her competencies by taking courses, studying business literature and attending thematic events;
It is important to be honest and decent towards employees, not to hide the real volume of work, compensation and other important aspects;
Always be ready to answer questions, listen to comments and suggestions, and help solve problems that arise. This creates an atmosphere of trust and support;
It is important to outline the framework within which the employee has the right to act at his own discretion. This will give him space for a creative approach to solving the problem and will allow him not to approach the manager with all the little things or obvious questions;
A meeting should only be scheduled in cases where a collective discussion is required. For routine information, it is wiser to use email or messenger;
Topics and materials for the upcoming meeting should be sent to participants in advance. This way, employees will be able to prepare for the meeting: formulate proposals or think through questions. This will make the meeting shorter and more effective. After the meeting, a document should be drawn up that reflects the decisions made on the issues discussed and indicates the employees responsible for their implementation.
You can evaluate a manager’s skills using the metric of the same name “Manager” on the Happy Job platform.