Although the combination of words "employee engagement" is somewhat pejorative in Czech, the English equivalent is one of the many terms that have recently resonated the most among HR professionals. The term describes the condition when an employee is actively involved in his work, strongly motivated and enthusiastic. It is the opposite of burnout and fear of failure based on a corporate culture of accusation.
Employee surveys clearly show that the primary determinant of engagement is the relationship with direct supervisors. Even in difficult economic times employees still do not leave companies, but their bosses. That is why HR should work with managers on how to build good relationships with subordinates, how to help them achieve success, to train and develop them and be able to demonstrate recognition, and that not only by money.
What should you teach your managers? According to trainingjournal.com you should follow these ten steps:
1. Lead by example in enthusiasm and effort to do something meaningful.
2. Encourage subordinates and trust them; let them take risks and try new things.
3. Build on open communication and feedback. Do not avoid conflicts.
4. Listen to subordinates and act based on their ideas.
5. Be a mentor and a coach, help subordinates grow.
6. Have a meaningful vision to motivate your team to attempt to do more than just cut costs and increase profits.
7. Come up with new challenges and opportunities to learn something new.
8. Appreciate the efforts of subordinates, motivate by recognition.
9. Support friendly relationships among colleagues, e.g. by meeting at social events.
10. Do not use money as the only reward. Suggest non-financial rewards and be able to thank someone with a simple "thank you".
-kk-