How to Create Actively Engaged Employees

By Katie Torres

I heard some interesting statistics this weekend on employee engagement.

In a study done by Gallup, it was found that only 29% of managers in the U.S. are actively engaged in their work.

That's just the statistic for managers; and it's less than half. 

Think about how this affects the level of employee engagement.

When I heard just how low the levels of employee engagement are, I was stunned. I wasn't necessarily surprised, but it was still shocking to hear the numbers behind it. 

It was also pretty refreshing to see that I am a part of the small group of people who are still actively engaged and excited about their work.

So how did my company create a place where employees love to work? How does any organization work toward higher levels of employee engagement? 

Let's look at a few of the problems so we can talk solutions.

1. As an organization grows, it becomes easier to shift away from the culture and core values that were created when the company first began.

A company must be intentional about meeting together regularly to discuss what the core values are. Call it a pep-talk if you will, but it needs to happen.

The work done to build the brand image must never be overlooked. This is a continual process. Your brand must be so intertwined with the core values of your company that it is evident in your content, your discussions, and the service/product you provide.

Simply put, the key here is to be intentional. 

2. The larger the company, the easier it is to become disorganized, and the harder it becomes to communicate effectively.

The solution to this problem is similar to the solution mentioned above.

A company must be intentional about having the systems and processes necessary to achieve their goals, and to keep communication and organization on par.

Meet weekly to discuss what is working, what's not working, and what needs improvement. Make lists and prioritize what needs the most attention. Assign roles to employees to work on finding solutions to the problems.

3. When managers are not excited about their jobs, their employees usually are not excited about theirs.

The study from Gallup suggested that the engagement of managers directly affects the engagement of front-line employees. 

It stated, "Employees who are supervised by highly engaged managers are 59% more likely to be engaged than those supervised by actively disengaged managers."

Managers must be driven, and - here's that word again - intentional about setting the tone for culture and values. 

Managers must make time to have meetings like the ones mentioned above, and they must be willing to be available to their employees.

Here's another article that can help managers create the kind of workplace where their employees thrive.

4. If an employee feels they are not doing a job that is in line with their role and personal skills, they are more likely to feel that their job has little value, and therefore will be more disengaged.

It is true that not every job is a necessarily "exciting" job. But that does not mean that the less exciting jobs are any less meaningful.

Within every job are specific roles. Making sure that employees are working according to their strengths will help them feel that they are contributing and making a difference.

When people are good at what they do, they tend to want to do more of it.

Help your employees by learning their strengths, and guide them toward positions where they can use these strengths.

Envoy loves to talk about our values. Among our values is our desire to help others. If you're looking for more information about facilities maintenance or other general information that could help your own company, take a look at our site.