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Employee Engagement Tips

It is common knowledge that an engaged workforce directly correlates with a company’s success.

Here are our top tips for making sure you are getting the best out of your people:

- Expectations. Studies have shown that many people leave a job within a year because it was not what they thought it was going to be. During the hiring process, ensure your candidates are fully informed of what to expect. Find out what makes the prospective employee tick and what their personal motivators are.

- A strong culture is also an incentive to higher retention. Employees who feel like they are part of something bigger tend to feel a sense of loyalty to their organisation's brand and the longer they stay, the more this grows.

- Flexibility. Remote working is a growing trend in the digital age. Where possible, it should be made an optional, occasional perk.

- Recognition. Start with showing employees they are valued, that their work is integral to the company's bottom line and that their bosses are interested in them as people.

- Appreciation. Showing appreciation to your employees can often be the biggest motivator of productivity and costs absolutely nothing.

- Input. Employees should feel their opinion matters. Encourage them to be creative and abolish the 'upstairs downstairs' mentality.

- Communication. It's often said in recruitment that people don't leave jobs, they leave managers. Talk to and listen to your employees. Being quick to dish out criticism for mistakes and staying silent on successes only leads to a drop in morale and thus lower productivity.

- Money. No amount of money will make up for a negative working environment. And employees seeking a better work-life balance will not be interested in bonuses that would involve working a 12 to 14-hour day. Good managers realise that people want to have a life outside of work.

- Millennials. Most employers are aware that Generation Y generally expect to remain in a job no longer than two years. Use this as a positive rather than a negative and realise that this could be the case from the outset. Plan ahead and search for a replacement as the deadline approaches.

- Feedback. Each employee (and leaver) has different motivations. Ask for feedback either face to face or through employee surveys.

If you are interested in more tips and advise on engaging your employees, watch our EVP webinar with expert Sharon Kennedy here.