Your company has a high turnover and high levels of absenteeism. Your staff seem to lack ambition and you are unable to motivate them. If you were to ask your employees to describe your corporate culture and values, you wouldn't find two people who would say the same thing. If you ask the families and friends of your employees whether they would recommend your products, they will most likely say no. If the situation in your company corresponds to at least two of the above statements, then you need to improve your employee engagement.
This means you have not managed to fulfil your staff's expectations concerning the company culture and values, plus opportunities for personal and career development. Your staff are likely to feel the company doesn't take their views seriously. How to fix it? According to the HR Review website, what you need is a plan to strengthen employee engagement via improved internal communication. Follow the steps below.
1. Define your corporate values
This may seem unnecessary, but it is fundamental. Corporate values will help you hire the right people and keep them for a long time. The values don't have to be flashy or complicated: the point is to make clear what kind of behaviour you appreciate and want to see in the company. Specify three or four core values and describe what behaviours these include. How do your staff behave to each other, to customers and to business partners? What does it mean to be your employee? Are you not sure? The solution is simple - go and ask your staff.
2. Describe and share your expectations
Each job role should be described so that everyone understands what behaviours and results it requires. This information should be shared with employees together with measurable goals. Employees need to be informed how individual goals fit into your overall business objectives and how each individual will contribute to the ultimate success of the company. This will help you to reward good behaviour and offer support where shortcomings are discovered. It is a very strong form of motivation for employees to see how they are progressing and helping the company.
3. Talk about careers
Don't let your staff form false ideas about a career in your company. Every employee should know exactly how their career may develop. For example, if you plan for an employee to hold their current position for two years and then perhaps be promoted, they should know about it. You should also tell them what they should learn and how you can help them develop. Information about the possibilities of career development should appear even as early as at job interviews and should be specified within the company's recruitment strategy.
4. Establish two-way communication
Communicate company news and successes achieved to your employees. At the same time, ensure that the communication is two-way. Don't just send newsletters explaining what is happening in the company and why, and what your plans are for the future. Check regularly whether your managers are speaking face-to-face with their teams about the company's development. Then ask the employees what they think. Listen carefully to their feedback and take inspiration for your future activities.
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