Engaging Your Employees

Mar 29, 2016

A growing number of South African companies are finding that their employees are not as engaged as international counterparts, leading to a general lack of motivation, which is having a noticeable effect on overall productivity.

 

In these tough economic times, now more than ever, it has become critical to have a united workforce, one that is completely on-board with the company’s overall goals and objectives.

 

One issue that can have a profound influence on the performance of your employees is your company’s management style. In the modern workplace, dominated by a culture of high employee turnover, the importance of maintaining a healthy and encouraging work environment has taken on an even greater level of importance.

 

An engaged employee is one that has positive connections and feelings towards your company. A workforce consisting of these employees is much more likely to work with pride and passion and deliver higher quality service to your clients and customers. In order to stimulate employee engagement within your organisation, you need to ensure that your management has an open-door policy that encourages your staff to voice their thoughts and opinions on company matters.

 

According to the AON 2015 Trends in Global Employee Engagement, one-third of the world’s workforce does not feel engaged at work. Interestingly enough, the African continent boasts an above-average employee engagement level of 67 percent, ranking second in the world. In spite of this, a 2014 survey concluded that South African companies experience a higher rate of disengagement- with staff involvement, idea sharing, communication, and overall management proficiency all rating below average.

 

Communication is key for encouraging engagement in an organisation as employees prefer to be involved in decisions that affect them. Making sudden and drastic changes without informing your staff is to fast-track your way to a demotivated and apathetic workforce.

 

The simplest way to address these issues is to minimise the gap between management level staff and the rest of the workforce. Once you ensure that everyone is involved in the decision-making process, you’ll find that employees begin to work more confidently and with a greater level of motivation and satisfaction. Additionally, give your employees a safe platform to voice their concerns or opinions, without the threat of reprisal from supervisors and managers.

 

Companies with engaged employees, who are personally invested in the outcome of their projects and work, will be more likely to achieve success and long-term employee satisfaction. Recognise good work and reward employees who contribute to the growth of your company and you’ll soon find that these individuals are not only encouraged to grow within your organisation, but will help you achieve new levels of success.

 

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