4
Strategies to
Engage & Empower
Employees at work
4
Strategies to
ENGAGING & EMPOWERING
Engage & Empower
EMPLOYEES AT WORK
Employees at work
4
Strategies to
ENGAGING & EMPOWERING
Engage & Empower
EMPLOYEES AT WORK
Employees at work
When creating a positive work environment, it's easy to get caught up in larger initiatives, like:
company
events
overall company
performance
behavior of
executive leadership
When asked what elements of a company’s culture
are most important, professionals rated the following:
#1
support from leadership + management
#2
professional development opportunities
#3
strong team
rapport
#4
flexible
scheduling
#2
professional development opportunities
#3
strong team
rapport
#4
flexible
scheduling
When asked what elements of a company’s culture
are most important, professionals rated the following:
When asked what elements of a company’s culture are most important, professionals rated the following:
#2
professional development opportunities
#3
strong team
rapport
#4
flexible
scheduling
#1
support from leadership + management
support from leadership
+ management
#2
professional development
opportunities
#3
strong team
rapport
#4
flexible
scheduling
REMEMBER:
Each employee’s individual experience varies, and their daily life at the company has little to do with those larger initiatives. What employees actually value most is their daily work and the people with whom they interact the most. When you’re looking to make the biggest impact on employees, look no further than their manager.
REMEMBER:
Each employee’s individual experience varies, and their daily life at the company has little to do with those larger initiatives. What employees actually value most is their daily work and the people with whom they interact the most. When you’re looking to make the biggest impact on employees, look no further than their manager.
To strengthen this relationship, consider the following strategies:
STRONG TEAM INTRODUCTION
Job seekers have access to a wealth of company information through websites, social media, press, and employee reviews. With professionals utilizing these resources to make informed career decisions, not having a strong employer brand can have a huge impact on your ability to attract top talent.
59% of job seekers spend 30+ minutes researching a company throughout the hiring process
Job seekers have access to a wealth of company information through websites, social media, press, and employee reviews. With professionals utilizing these resources to make informed career decisions, not having a strong employer brand can have a huge impact on your ability to attract top talent.
59% of job seekers spend 30+ minutes researching
a company throughout the hiring process
59% of job seekers spend 30+ minutes researching a company throughout the hiring process
First impressions often become lasting ones, and it is up to a new hire’s team and supervisor to welcome them and help facilitate a smooth onboarding process. However, professionals reported that companies do not do a good job of onboarding employees:
50%
of professionals said that they did not have sufficient training and resources
48%
of professionals said they did not have a strong introduction to the team, manager, etc.
Managers can take steps in the first days and weeks to ease the transition and make their new employee feel welcome by:
getting their team excited about meeting the new hire
organizing a team lunch or outing
setting expectations for what the new hire can expect to accomplish
encouraging them to ask questions
checking in often in the first few months
SHOW SUPPORT
As the relationship between manager and employee has evolved over the years, employees have come to expect more from this relationship. When they say that the most important factor of company culture is support from leadership and management, this doesn’t simply relate to their work. Employees today want to not only feel like their work is valued, but they want to feel valued as a person. To communicate this effectively, managers can:
make it clear that the employee's well-being is important
make an effort to check in with employees and know what's going on in their lives
build an environment where the employee knows they can come to you with any problem
make an effort to be more flexible when it's clear that an employee might be struggling
BE TRANSPARENT
Communication is the foundation of any strong team. Not only should managers stress open communication between team members, but they should also encourage transparency between manager and subordinate. This should go for personal issues and work-related challenges, especially as it relates to the individual’s role and professional goals. However, managers are often less clear in their communication than they think:
57% of employees say that they do not have a clear understanding of what’s required of them in order to earn a promotion
Because of this disconnect, managers should work diligently to make sure that their team members have a clear understanding of:
your expectations of them
the team's goals
why they're completing
certain tasks
how they fit into the larger company's goals
EMPOWER EMPLOYEES
In today's job market, you'll often find your top candidate interviewing with multiple companies at once. This means taking too long to make an offer—or not giving the best offer up front—can lead you to miss out on a candidate who has a better experience elsewhere.
DISCONNECT:
70% of employers say they typically give candidates updates on where they stand in the hiring process, yet a lack of updates is reportedly the most frustrating part of the interview process for job seekers.
Not only is it up to managers to set clear expectations and make employees feel valued, but they have the power to go a step further. Employees not only need to feel satisfied by their work, they need to feel motivated by their work. Often, employees don’t feel motivated when their accomplishments and ideas continuously go unnoticed. As a result, managers can continue to empower their team by:
celebrating
accomplishments
encouraging
out-of-the-box ideas
listening to the
employee's goals
showing the impact
of their work
STRONG TEAM INTRODUCTION
First impressions often become lasting ones, and it is up to a new hire’s team and supervisor to welcome them and help facilitate a smooth onboarding process. However, professionals reported that companies do not do a good job of onboarding employees:
50%
of professionals said that they did not have sufficient training and resources
48%
of professionals said they did not have a strong introduction to the team, manager, etc.
Managers can take steps in the first days and weeks to ease the transition and make their new employee feel welcome by:
getting their team excited about meeting the new hire
organizing a team lunch or outing
setting expectations for what the new hire can expect to accomplish
encouraging them to ask questions
checking in often in the first few months
SHOW SUPPORT
As the relationship between manager and employee has evolved over the years, employees have come to expect more from this relationship. When they say that the most important factor of company culture is support from leadership and management, this doesn’t simply relate to their work. Employees today want to not only feel like their work is valued, but they want to feel valued as a person. To communicate this effectively, managers can:
make it clear that the employee's well-being is important
make an effort to check in with employees and know what's going on in their lives
build an environment where the employee knows they can come to you with any problem
make an effort to be more flexible when it's clear that an employee might be struggling
BE TRANSPARENT
Communication is the foundation of every strong team. Not only should managers stress open communication between team members, but they should also encourage transparency between manager and subordinate. This should go for personal issues and work-related challenges, especially as it relates to the individual’s role and professional goals. However, managers are often less clear in their communication than they think:
57% of employees say that they do
not have a clear understanding of what’s
required of them in order to earn a promotion
57% of employees say that they do not have a clear understanding of what’s required of them in order to
earn a promotion
Because of this disconnect, managers should work diligently to make sure that their team members have a clear understanding of:
your expectations of them
the team's goals
why they're completing
certain tasks
how they fit into the larger company's goals
EMPOWER EMPLOYEES
Not only is it up to managers to set clear expectations and make employees feel valued, but they have the power to go a step further. Employees not only need to feel satisfied by their work, they need to feel motivated by their work. Often, employees don’t feel motivated when their accomplishments and ideas continuously go unnoticed. As a result, managers can continue to empower their team by:
celebrating
accomplishments
encouraging
out-of-the-box ideas
listening to the
employee's goals
showing the impact
of their work