As a business leader, one of your major challenges is to produce more with less. Increase productivity is one of your goals, right? But you feel that your collaborators are not engaged enough, isn’t it? And with that comes low productivity. And with low productivity, low results.
As Dr. David Batman says:
Look around your teams; is there a lack of collaboration among them? Is there tension or conflict? The frustration between employees and managers? Increased staff turnover? These may be signs that all isn’t well in your organisation.
Don’t feel hopeless. You have the power to greatly influence the culture and with that the feeling of well-being of your collaborators. With that comes engagement. With engagement, comes productivity. With productivity, comes better results.
Just as employee engagement is intrinsically linked to company cultures, it’s also dependent on an individual’s wellbeing, as we explore on our article: Happiness and wellbeing at work: the key to collaborators engagement?
Happiness is indeed a major factor in engagement.
So, you, as a leader, do need to consider it. Because even though the
reason someone is happy may have nothing to do with the workplace, research shows that happier workers are better liked and often outperform their less happy colleagues.
Collaborators of a workforce who are empowered, balanced and focused on personal wellbeing will be better equipped to do their jobs with focus and clarity, day after day.
Collaborators stay for longer, have fewer sick days, are more punctual and more likely to contribute beyond the requirements on their job. Given the evidence, organisations are an appropriate place to start the conversation about happiness.
Yet, life today is non-stop, and all too often, employees end the day feeling overwhelmed and exhausted. To keep up with demands at work and in life, they’re letting their well-being fall through the cracks, and it’s taking a huge toll. Sleep deprivation is an epidemic, physical activity is at an all-time low, and the number of health issues tied to obesity, stress, depression and chronic disease has skyrocketed.
So, as a leader, your role is to support all aspects of collaborators’ happiness and well-being, rather than their physical health alone. And with good reason, too.
To help you to amplify up productivity and boost well-being at your organisation, we are sharing five collaborators engagement ideas that are simple to implement and effective.
Here are 5 employee engagement ideas that will help your people and your organisation thrive:
1. Offer tools to improve holistic wellbeing
A wellbeing program that addresses all areas of health is a great way to help your people achieve their goals no matter where they are on their wellbeing journey.
2. Offer skill training and career development opportunities
Supporting collaborators, in whatever way your budget allows, in ways that are pertinent to their role or department, helps increase engagement. Many organisations offer partial tuition reimbursement or cover a seminar stipend per year.
3. Clearly define roles and responsibilities
Surprisingly, even tenured collaborators can feel murky about their job role and, more importantly, how success in their role is quantified. When evaluation criteria are unclear or collaborators aren’t sure about what they need to do to succeed, they often disengage out of frustration. Does everyone in your organisation have a job description? Is it the same job description from when they started the position? Could it use an update?
4. Provide timely and scheduled feedback
When individuals feel that their work isn’t noticed or that management doesn’t care about the work they do, it can create apathy towards the mission and importance of their role. Make sure that annual reviews are organised and occur in a timely manner. If possible, mandate quarterly reviews or ‘check-ups’ so that collaborators and their management have a clear game plan, and individuals feel that the work they are doing is recognised and a priority.
5. Encourage time away from the workplace
It’s important to encourage your people to actually use the time they’re given. Taking time to disconnect — and we mean really disconnect — is incredibly beneficial for collaborators and their organisations. Not only will it help collaborators come back ready to work, but it may also reduce their stress levels and increase engagement.
If you as a leader are really compromise with creating a culture of engagement you have to have in mind that it takes intention, planning, action, and constant evaluation.
By putting the wellbeing, happiness, and health of your collaborators and the rest of the stakeholders as a priority, your people and your business will thank you.
So, what you can do to pursue the wellbeing, happiness, and health of your collaborators a priority?
For you to be able to answer to this question on your own, continue to rely on our journey towards becoming a healing and more conscious organisation, by following our linked in page and visit us at www.amarnavida.com
At the moment, we are becoming more conscious and conceiving the 2.0 version of our website.
Be healthy, happy and sustainable.
Founder and Executive Director
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