Keeping Your Employees Engaged and Satisfied Through Leadership

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It’s no secret that COVID-19 has altered life as we know it. Not only has it changed the way we interact, live even, but it’s also revolutionized how we work. With almost all industries having to step up to the challenge, employees have had to quickly adjust to remote working.

The good news? Flexible timing, fewer company costs, no commutes, and stable productivity. On the flip side, communication gaps, employee trust deficits, and low morale are some of the challenges experienced by employees.

Insights from Gallup’s April 2020 research show that the percentage of working adults in the U.S  who consider themselves thriving has dropped to a shocking 46.4%—similar to the number recorded during the Great Recession of 2008. A red flag for companies trying to retain their employees, this can be an early wake-up call for business leaders to reign in on employee engagement.

The Role of Employee Engagement

Healthy employee engagement is a huge company asset. Defined as those who are involved, enthusiastic, and committed, engaged employees directly impact company performance — a metric intrinsically linked to the people who lead them.

Every leader in an organization has an impact on their teams. Therefore, they should understand the factors that cause their team members to participate and those that cause them to disengage.

So what are these factors? Well, they vary from career and clarity of job-related tasks, working towards cohesive company goals, minimal colleague conflict, and organizational support. Luckily they are all factors that leaders can directly influence. If you’re looking to boost employee morale and engagement, here are a few tips that can help:

Spotting the Signs of Disengagement

2020 has been a collectively changing experience. While everyone grapples with its political-social-economic side effects, it’s important for leaders to not brush these feelings aside and ignore their implications on work.

To tackle employee engagement head-on, it helps to first identify common signs of disengagement:

  • Lower quality of work
  • Tardiness
  • Voluntary resignations
  • Absenteeism
  • Dropping morale
  • Limited participation

Motivating Employee Engagement Through Leadership

Now that you’ve identified whether your team members are facing a moral problem, it’s time to inspire them out of their rut.

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1.   Management Styles

The kind of leadership you employ has a major effect on employee engagement. According to Villanova University research, businesses with higher-quality leadership have three times higher employee engagement than competitors. But what exactly comprises effective and engaging leadership?

The article emphasizes that employees benefit best under leadership that acknowledges effort, rewards initiative, offers positive and regular feedback — instead of just evaluation based on performance metrics and efficiency. Ideally, leaders should strike a balance between organizational and interpersonal goals, and lend an ear to the expectations and apprehensions of their teams.

2.   Benefits and Perks

Benefits and perks largely influence work culture. Employees need real, tangible perks and benefits to feel valued and motivated. Invest in healthcare plans, equip employees with remote working resources, reimburse expenses like internet and data consumption and electricity charges, and restock their office supplies.

These physical benefits go a long way in boosting morale and supporting your employees during their time away from physical office spaces.

3.   Public Praise

In times like these, a pat on the back can do wonders for employee morale. As a leader, make sure you recognize the ‘effort and publicly appreciate your employees. Bonuses, company-wide emails, or felicitations can help employees be more productive.  In turn, employees will also show a higher commitment to their work.

4.   Mental Health

The pandemic has seen a spike in people facing anxiety, confusion, and uncertainty. Let your employees know their experiences are valid and that mental health is important.

As you rebuild work culture, ensure that replacing mental health taboos in the workplace with emotional support is top of your agenda. This will help employees recover and re-enter physical workspaces as well as rebuild the blocks of organizational health.

5.   Team Building

As we adjust to working apart, leaders need to revolutionize the way teams come together. Virtually, this can be a challenge but as the economy opens back up and people inch back to work, here are a few ideas to get employees excited and engaged.

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Months of working indoors can use a change of scenery. Taking employees out in small, safe groups for activities like rock climbing, nature trails, or camping, is a great way to get them collaborating and communicating again. Of course, as you rebuild trust, productivity, and engagement, always remember safety and comfort comes first.

6.   Listen, listen and listen

Now more than ever, your employees need to know they can trust you. Every employee feels differently and the best you can do as a leader is to avoid painting their experiences with one broad stroke. Some may be excited to re-enter physical work environments while some may find remote working more productive and positive than they imagined.

Listen to what they’re saying, tap into the pulse of employee sentiment, and tailor your leadership to motivate them individually.

Conclusion

The future is fraught with uncertainty. An unstable economy, no clear end in sight, and thousands of jobs rendered non-essential. It’s no doubt a scary time for anyone in the workforce, and for leaders even more so. While it’s hard to navigate this uncharted landscape, these 6 strategies can help build the future for your company.

Your organization is only as good as its employees and the time is ripe for great leaders to step up to the task. Provide your teams with support, feedback, and recognition and watch as you collectively weather the future and flourish together.

Luke Smith
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