What does engagement mean and why is it so important?

Engagement is basically when an employee is engaged in their job and is aligned to the organisations goals (fully engaged and enthusiastic is also a common description). Now, we all know why that is important!

Sounds simple enough, but the truth is, it is probably the hardest job of any manager. So how is engagement created and how is it best sustained?

Here are six simple steps:

1. Review Job Descriptions regularly
   Don’t let job descriptions read like a lists of tasks. Task lists are filled with conjecture. Instead describe what it looks like when those tasks are undertaken. This will help your employee engage in the right sort of behaviours your organisation values.
   
   
2. Performance Manage your employees
   Employees value day by day or even weekly contact for alignment toward organisational goals. This is an ambulance at the top of the cliff approach and provides recognition. Standardised organisation reviews are impersonal, complicated and often cursory. Forget fancy looking cartoon/fun review systems. They may make the employee feel recognised by their involvement in the review process; and it may enable the manager to tick the boxes and get the t-shirt by participating in regular reviews, but they do little for engagement in the medium to long term. Staff respond best to relevance and sincerity. Train managers how to communicate objectively without their own agenda’s coming into play. Uniquely relevant reviews with transparency are humane and subsequently create better engagement.
   
   
3. Formalise suggestions
   Implement a formalised process for staff to offer improvements. Always provide feedback to staff who offered suggestions to make sure they feel they were heard and understood.
   
   
4. Target your recruitment
   Ensure that you interview candidates in a systematic and objective way. Identify behaviours important in your organisation and specific to the role. Use validated behavioural techniques to create engagement from the outset.
   
   
5. Invest in inductions
   Recognise that the first couple of weeks when an employee is in a new role is when they are most fertile. Formalise a review of their induction and make sure they understand what is required of them from the outset. Set standards high and love your staff up through the process (partner with them, their success is your success).
   
   
6. Continuous improvement
   Conduct exit interviews, use perception feedback tools (360 degree for example) and get into the habit of regularly cleaning up your own back yard. Undertake human resource functions compassionately but without emotion.
   
   

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