Many people didn’t anticipate how COVID-19 would affect employee satisfaction. It has already led to the Great Resignation and the emergence of the more problematic phenomenon of quiet quitting. While companies are planning their future strategies, one of the most critical factors that they will focus on is employee engagement. A new report from Gallup revealed that employee engagement is at an alarmingly low 21%. The number of workers who are either emotionally detached or miserable at their jobs is also worrying.
If a company follows the same employee engagement tactics as every other organization, it doesn’t stand out from the crowd. Its strategies should go beyond that. Remembering employees have different needs is essential, and a one-size-fits-all approach won’t work. Companies must start thinking of their employees as individuals who have their own unique needs.
Live Up to Expectations
One issue that employers face when it comes to hiring is not living up to their promises about the company’s values and culture. This can lead to many employees leaving not long after being hired. An organization should clearly state its mission and values and identify its employees who are living those values and culture.
Promote Growth Opportunities
One of the most critical factors that an organization should consider when it comes to employee engagement is the longevity of its team members. Besides being able to maintain the institutional knowledge of its team members, engagement also involves making the employees feel like they are part of the company’s success. Having senior staff members is also essential for onboarding and encouraging new hires. It can set an example for an organization’s long-term relationship with its workers.
Prioritize Appreciation
Employees are the company’s assets, and it’s vital that the organization takes the time to acknowledge and thank them for their contributions. Doing so can help employees feel valued and motivated. A straightforward way to do this is by giving a token of appreciation for their work. The intention can be beneficial, as it involves putting the concepts of values into action. Purpose, however, is about bringing meaning to one’s work.
Despite the various factors that can help retain a person’s interest, it’s still important to do more to ensure that the organization’s offerings are still relevant to the needs of its employees. For instance, take a look at the company’s culture and mission. It’s also important to remember that your employees are the company’s assets and are committed to helping the business grow.