With the majority of the workforce either working remotely or in a hybrid-remote setting, employee engagement is more important now than ever . It is imperative for employees to feel a sense of belonging to their group and actively engage and interact within their team, especially when working remotely. Because face to face interactions are no longer the ‘norm,’ managers must find ways to increase employee engagement within the virtual workplace.
How can managers engage employees in an impactful and meaningful way? And what does meaningful employee engagement look like? Employee engagement will look different based on the manager and should be driven by the individual needs of the team members and the team as a whole.
Benefits of employee engagement
Why is engagement so important? It has been shown that increasing employee engagement can lead to a decrease in job withdrawal behaviours such as absenteeism and turnover. Employee engagement has also been shown to increase overall productivity and role satisfaction. The Harvard Business Review indicated that organizations with a high level of engagement report up to 22% higher productivity among employees .
There is a general consensus that people don’t quit jobs; they quit managers. This emphasises the manager’s responsibility to make sure employees feel like they are heard and understood, that they are engaged in their roles and within their team. Employees who feel heard, understood, and connected to their team are more likely to stay with the organisation. Conversely, employees who feel disconnected from their manager or their team, unsupported, or disengaged from their role are likely to be the first to abandon ship during challenging times or difficulties experiences , in search of better – i.e., more engaging – opportunities.
How to put employee engagement into practice
What does employee engagement truly look like? Realistically, there is not one ‘right’ answer to this question. When it comes to successful employee engagement, consider the following points:
Get to know each employee
Establish two-way communication
Ensure frequent communication
Connect team members to one another
Provide support and resources
Have fun with it!
The possibilities for employee engagement are endless. Find what works for you and your team, and don’t be afraid to try new things. Having an open line of communication with your employees will encourage them to ask for the tools and resources that they need to be successful in their roles. It also ensures that they feel heard and understood, thus leading to more engaged and satisfied employees overall.
Leading remote teams: new trends and challenges for managers
Remote work is expected to continue to rise even after the recent pandemic subsides.
Three out of four CEOs recently surveyed indicated they will not bring all employees back on site (Gartner, 2020). With this shift, managers will need to understand how to work remotely themselves, as well as how to lead a team with less structure, fewer opportunities to communicate, and collaboration enabled by technology. Managers are uniquely positioned to help people realize the benefits of remote work by adapting their leadership style to mitigate the potential pitfalls. This whitepaper takes a closer look at how organisations can focus on hiring and developing managers with the key competencies proven to be most necessary for success when leading highly efficient and productive remote teams.
Agility: how managers respond to change and help people handle challenges independently
Achievement: how managers adapt their work practices to drive action and ensure accountability
Affiliation: how managers overcome the physical distance required to coach others and build a supportive team
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