Best Methods of Improving Employee Engagement

Numerous factors contribute to low employee engagement, including uninspiring leadership, limited prospects for personal or professional development, and unfavorable or non-existent interpersonal work connections. However, among these factors, perhaps the most fundamental and readily addressable issue is a sense of boredom.

In line with a study conducted by the National Institute of Health, workplace boredom leads to employee distraction, stress, and a sense of disillusionment. Employees experiencing boredom tend to lack motivation to channel their reduced energy and interest into their job tasks, often expressing a paradoxical feeling of being both overburdened and underutilized. Furthermore, they are prone to seeking the engagement they crave through activities like social media, gaming, and other non-work-related pursuits during company hours.

At first glance, this appears to be a clear issue. However, when viewed from a different perspective, it brings excellent news.

By nature, humans are inherently social and inquisitive creatures. We possess intrinsic desires to acquire knowledge, enhance ourselves, and communicate our experiences with others. When these fundamental needs remain unfulfilled, feelings of isolation and tedium arise. Astute leaders harness these inclinations for their advantage by setting an example, offering assistance and providing incentives.

Foster Inquisitiveness and Foster a Sense of Belonging

Develop a sense of curiosity about your team members. In many businesses, the largest investment is in the form of employee salaries and wages. Take an active interest in the lives of your managers outside of the workplace and encourage them to reciprocate this interest with their team members. When individuals feel acknowledged and truly understood, it fosters a sense of belonging and heightened engagement. Additionally, it provides valuable insights into the needs and motivations of the people you're looking to inspire. By setting an example, you can cultivate a culture where middle managers follow suit with their teams.

If leaders solely focus on productivity and performance metrics without genuine interest in their team members, it can lead to team members feeling undervalued as individuals. On the other hand, when employees believe their managers are sincerely interested in getting to know them and understanding their personal lives and challenges, they feel recognized and emotionally invested. This, in turn, contributes to a more positive work environment and often motivates individuals to go the extra mile for the company.

Remaining curious about your team not only enhances the work culture but also presents a compelling business rationale. In July 2019, I engaged in a one-on-one conversation with one of our recent recruits. Although she was in the early stages of her professional journey, her strong work ethic and enthusiasm for learning made her a perfect fit for our team. I was inquisitive about her experiences and pleased that she felt comfortable discussing her concerns with me. While she was enthusiastic about our company's mission of aiding businesses in achieving their objectives by nurturing their internal talent, she found herself less enthused about external sales than she had anticipated. In fact, she was beginning to develop a sense of dread about it.

I absorbed this information without becoming defensive; instead, I became curious. I inquired if there might be a more suitable role for her within the company. She seemed uncertain. So, I probed further, asking about her passions. Her response was immediate- she was genuinely enthusiastic about nurturing communities and connecting with kindred spirits. She had been keenly observing the growing trend of online community development and found it exhilarating. Somewhat bashfully, she admitted that she had been contemplating the idea of leaving the company to pursue a career as an online community manager.

She had no knowledge of my long-held dream to establish an online community. I held the belief that such a platform would greatly enhance the value of our services by providing clients with a space to connect casually, gain insights from one another, and engage with our expert instructors beyond the traditional classroom setting. This initiative, I believed, would enhance their learning experiences, foster retention, and foster a sense of community among our client organizations.

When I shared this idea with her, her face lit up with excitement. I could sense the vibrant enthusiasm for the project radiating from her like an electric charge. I inquired whether she would be interested in taking on this endeavor, to which she replied, "Absolutely, I would love to!" We subsequently decided that she would dedicate two weeks to craft a comprehensive high-level business plan, which she would then present to the executive team.

Her presentation left us in awe; her vision for the platform, her forecasts, timelines, and proposed strategies were incredibly accurate. I was amazed by the level of sophistication in her strategic thinking, especially given that she had less than two years of professional experience. She was (and still is) a remarkable individual, fostering a sense of community and innovation. She took the lead in launching OFFSITE (our flourishing online platform), and even though she has since pursued her passions elsewhere, her legacy of curiosity continues to benefit both us and our clients.

Encourage a Climate of Inquisitiveness

Culture cannot be constructed by leaders in the same manner as building a new office. Instead, it naturally develops from values that are genuinely embraced and practiced, not just displayed. To establish a culture that encourages and acknowledges curiosity, leadership must set the precedent through their own actions.

If you don't maintain a constant interest in your personal growth, acquiring fresh skills, engaging in extensive reading, and seeking knowledge through inquiry, you may not realize your complete potential. Allocate time to remain updated on contemporary developments, actively delve into your customers' business requirements, and explore industry trends. When your team observes your curiosity about the broader world and how it connects to your responsibilities, they will be inspired to emulate your example.

In the current era characterized by constant changes and the emergence of transformative AI tools like ChatGPT, which have the potential to significantly reshape the economic landscape, there is an increasing need for continual upskilling, reskilling, and personal development to keep pace with the rapidly evolving business environment. Enabling your team's ongoing career growth empowers them, and regular skill assessments ensure that individuals feel recognized. Carefully designed educational programs are structured to both ignite and reward participants' curiosity while simultaneously enhancing their performance. Group courses intentionally foster environments of psychological safety, allowing teams to embrace vulnerability, which in turn enhances team trust and cohesion. This fosters a sense of belonging and engagement that extends well beyond the classroom setting.

Reward Engagement

I suggest fostering a culture where team members are encouraged to dedicate company time to exploring books, magazines, and journals that align with their interests, and allocating a budget to cover related expenses. Implementing a Learning Time Off (LTO) program reserves specific hours during the workday for individuals to concentrate on their personal learning journeys. My aspiration is for every member of our team to have a keen interest in enhancing their business acumen, staying attuned to the prevailing business landscape, and contemplating how they can positively contribute to and assist our clientele.

To exemplify the importance, I attach to continuous learning, I proactively allocate time during company meetings for educational pursuits. Our sales manager requests that each team member arrive at their weekly sales meeting prepared with two insights gained from the previous week, which have the potential to advance either the company's objectives or those of our customers. Subsequently, they engage in brainstorming sessions to formulate actionable plans based on these insights.

Encouraging the generation of ideas and actively seeking input from those under your leadership not only enhances your own growth but also fosters higher engagement among team members. This approach makes it more probable for team members to share valuable insights with you. It's important to note that not every idea they propose should be automatically implemented, but it's crucial to acknowledge and reward each contribution with your focused attention. This demonstrates your appreciation for their input.

This principle is relevant to all tiers within your organization. While valuable insights can certainly emerge from your esteemed senior leadership team, it's essential to recognize that individuals spanning from your administrative support staff to your engineering professionals probably possess perspectives and ideas that could enhance both your team and the overall organization. Be proactive in actively seeking and incorporating these insights.

Understanding that they are not merely isolated contributors with specific tasks, but rather individuals who influence both their team and the broader organization, serves as a powerful source of motivation. People become more committed to programs and initiatives when they believe they have played a role in shaping them. Furthermore, the simple knowledge that their voices are being heard enhances engagement. When an individual's idea is implemented, and they receive the acknowledgment and credit they deserve, it ignites enthusiasm throughout the entire team, increasing the likelihood of generating even more innovative and superior ideas. This process fosters a virtuous cycle of learning, collaboration, and contribution, ultimately cultivating an involved and inquisitive organizational culture.

Employees who lack stimulation tend to disengage from their work, to maintain their interest and involvement, it's essential to nurture their curiosity with incentives and rewards. This not only enhances team unity but also elevates the overall contributions of team members to the company.