The value of employee engagement has been shown over and over again, suggesting that this idea isn’t just a hot-button topic of the moment.
Engaged employees stand out for the extra effort they regularly bring to their jobs. These staff members willingly go above and beyond without even thinking about it as they feel a connection to their job. In addition to being good workers, engaged employees drive innovation and push your company forward.
What Do Non-Engaged Employees Look Like?
Non-engaged employees do just enough work to stay employed, while actively-disengaged employees are unhappy and even act out on their feelings. The latter are a disciplinary issue, first and foremost, that employers should handle appropriately.
Non-engaged employees are not necessarily a disciplinary issue, but they do offer an opportunity for companies to boost their efficiency, employee retention and even profitability. Non-engaged employees can be challenging to identify. They are not brazenly hostile or troublesome, as they do just enough to meet expectations. These workers aren’t overly concerned with customer service, efficiency or quality. They are mostly focusing on how to get through their day with the least amount of stress possible and have basically “checked out.”
Engaging this type of employee is the most valuable strategy any company can utilize to raise performance and sustainable long-term.
Focus on Employee Engagement
If staff members really are a company’s most valuable asset, then investment and support of employees ought to be a top priority for every employer.
Staff members each have their own personalities and companies should build an engagement effort around the idea that employees must be respected as individuals. This alone can have a considerable influence on how staff members relate to management.
Uncovering Employee Potential
Each employee has potential that goes far beyond their job description. Tapping that potential through engagement means allowing a worker’s distinctive group of ideas, talents and experiences drive her or his performance at work.
Managers and executives should make it a priority to know their employees as people, not just what they do. Interactions with workers should be done with engagement in mind. How leaders manage their staff members can considerably affect engagement, which is reflected in bottom line.
Look at Your Managers
Another key to employee engagement is having the right managers in place. Companies that select supervisors for talents like leadership and communication greatly raise the odds of engaging their workers.
It doesn’t end there. Leaders must make engagement meaningful to employees every day, working it into daily interactions and scheduled activities.
Hire the Best People with NSC
At NSC, we support all of the employee engagement initiatives of our clients. If your company is currently looking for a supportive staffing partner, please contact us today.