Seven Employee Engagement Practices

Seven Employee Engagement Practices

Use these seven engagement practices to engage or re-engage your people:

  1. Give realistic job previews to ensure the expectations of new hires match on-the-job reality. This involves giving a candid description of difficult challenges or conditions, touring the plant, allowing candidates to discuss job challenges with current employees, or portraying actual work situations.
  2. Take more time in hiring to avoid person-job mismatches. Analyze the critical success factors required for all jobs, screen candidates via personality assessments, ask behavior-based questions, use multiple interviewers, and check references. Don’t over-prescribe how jobs are to be done, but communicate clearly what results are expected.
  3. Provide managers with training in performance management and coaching. This should include the art of giving performance feedback and dealing with situations of potential conflict. Leaders of engaged workforces teach an adult-to-adult partnership model that allows more input from the employee in performance goal-setting, and features more frequent discussions.
  4. Provide self-assessment workshops and train managers how to be career coaches. Require all employees to complete an annual Individual Development Plan and update it with managers after six months. Some CEOs state that managers do not “own” the talent and that “talent-hoarding” won’t be tolerated. Employees will not be prevented from moving laterally when they are ready.
  5. 'The 7 Hidden Reasons Employees Leave' by Leigh Branham (ISBN 0814408516) Create a culture that acknowledges all improvements and contributions. Assure that people receive the message that they are valued. Request employee input about matters that impact them, keep them informed, provide the right resources at the right time, and discipline or fire managers who abuse and disrespect people. Hire great people and pay above-market wages.
  6. Maintain reasonable workloads. Help people to have a decent life outside work. Survey your people and find out what they need. Companies with many female workers with children might start flex-time and subsidized child care or trade some pay for increased vacation time.
  7. Gain and maintain the trust and confidence of employees. Convey a clear and compelling vision that inspires confidence and gives people hope that they can grow as the organization grows. Convince workers that you care as much about them as you care about shareholders and customers. Back up your words with actions and maintain high standards of ethics and integrity.
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