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By Natalie Pike, Inbound Marketing Coordinator at Hireology
Employee engagement is one of the hottest topics being discussed among businesses today. Employers are always looking for ways to boost motivation in the workplace and get the best out of their people. The problem is, many hiring managers still struggle with staff disengagement. Are you one of them? Are you guilty of any of these three determination killers?
Providing feedback and filling out surveys are a common practice among employees. However, what most employers don’t understand is that once they receive this feedback, they need to act on it. Any conversation, whether it’s face-to-face or on paper, should require communication and an exchange of information. Hiring managers tend to request this information and then either build a report months later or do nothing at all. What’s the point?
When employees take the time to offer their opinions and feedback, they expect some sort of response. If not, they’re left with the impression that no one is listening.
What you should do: If you want to motivate your employees, act immediately after you receive feedback. Don’t sit on it. Share the findings and communicate to your team that their opinions have been noticed and inform them on the actions you will take based on them.
The second reason hiring managers fail in engaging their employees is that they can’t handle anything negative. When employers have a drop in numbers or receive negative feedback from their employees, they typically sweep it under the rug and hope tomorrow will be better. This makes it seem like they are actively ignoring the company’s faults and the employee’s concerns.
What you should do: Don’t be afraid of your data. There will be good and bad days. Not accepting the truth will only create more bad days. When you receive negative numbers or constructive criticism, get to work and figure out what’s wrong and what you need to do to fix it.
It’s been common practice for employers to keep salaries, sales numbers and company statistics a secret shared only among the leadership team. While understandable, the problem with secrets is that they diminish trust. When employees don’t feel trusted, they’re less engaged and willing to give their best work.
What you should do: The foundation of any great company is built on trust. Build a successful organization by trusting your team and recognizing that transparency is an easy way to create it. Buffer, a social media management company, “publishes every employee’s salary from the CEO down and includes details about its pay structure and the rationale for the way it’s set it up. Buffer is also completely open about its revenue, paying customers and other metrics,” according to the CEO of BlackbookHR, Chris Ostioch.
If you want the greatest effort from your employees, you must keep them engaged. Being a company that kills employee motivation won’t help your brand either. It could make it harder for you to attract and hang on to great people. So, if you’re guilty of any one of these three engagement killers, make an effort to change your ways before it’s too late and you lose the best, most motivated employees.
Natalie Pike, Inbound Marketing Coordinator, Hireology