Improve Employee Engagement to Combat Turnover.

If you’re looking to increase the enthusiasm of your employees in their work and the workplace, and as a result build their loyalty to the organization, you may think it’s a difficult task ahead. As a manager, your team’s engagement level should be a primary responsibility. Recognize that disengaged employees may be fulfilling their roles and duties, but not interested in putting in additional effort, getting stronger results, or growing in their careers. At its worst, they may be challenging the work environment through a lack of enthusiasm. There are ways to prevent otherwise talented individuals from dragging down their peers and leaving the organization, and reduce turnover for the long term.

Start From the Beginning

Does your organization have clear, definable opportunities and values that the top talent is after? Are you currently hiring in a way that produces new teammates with long-term drive and ambition? Assess your external messaging about corporate values, as well as your application and hiring process, to identify whether energized and enthusiastic individuals would likely seek a workplace such as yours. Your corporate website and job position postings should not only express what work will be like, but why the work matters, and what kind of “big picture” impact it provides. As well, make sure to ask applicants questions during the hiring process that can uncover their motivations for this role, their long-term career goals, and their personal values, which can all be noted, addressed, and fulfilled along the way.

Find and Communicate Purpose

With new and existing employees, make sure to communicate the deeper purpose and meaning behind their roles. How does their work matter to the community, to customers, to your organization, the industry, the environment, or other stakeholders? How can this current position provide value for future work opportunities and projects? Whether entry-level or C-suite, your employees and teams will get deeper satisfaction, and, as a result drive, from understanding the significance of their work, so make reminding them a regular occurrence.