When you work at an agency, you quickly learn that we exist in a fast-paced and oftentimes hectic environment. Depending on the size of your company, you may do lots of hard work and not even get noticed, or in a positive setting where your employees are engaged, the environment can be uplifting and supportive while providing opportunities for learning and growth.
So, just what is employee engagement?
An employee is considered “engaged” when he or she is both fully involved in and passionate about their work. He or she will also act in the best interest of their organization. By creating a strong emotional bond between the organization and the employee, a company can experience higher levels of retention and productivity as well as lower absenteeism.
5 Principles That Enhance Employee Engagement
The ultimate goal is to maximize both the contributions to the business and the satisfaction of the employees. I recently read a blog post titled, “5 principles that enhance employee engagement” and they are:
1. Show Respect
2. Promote Acceptance
3. Value their Contributions
4. Instill Confidence
5. Show You Care
Showing respect for employees should be one of the easiest tasks, but can quickly become muddled when you have people who have favorites or steal credit for others’ work. I feel really blessed to be at a company where I do feel respected and where everyone is treated in an equitable fashion. Promoting acceptance in the workplace can be easily achieved by creating teams between departments. This can help build camaraderie and a little friendly competition between departments, as well as help spur everyone to be more effective in their roles.
Another important aspect of enhancing employee engagement is valuing the contributions of employees. The people doing the bulk of the work usually have great ideas on how to make things better, but if a company can’t learn or take advice from these situations, then there is no real value added. However, if an employee comes up with a valuable solution, make sure they get recognition from not only management, but also let other employees know about the value they are adding.
Be sure to instill confidence in your employees by making sure they have the skills and regular training they need to perform the job they are expected to do. Finally, showing your employees that you care about them as people will let them know that they are appreciated in the organization.
Why does it Matter?
In my role here at Cardinal as an Analyst, I have the distinct pleasure of working for an awesome supervisor in the form of our Media Director, Marjorie Vizethann. All of the principles mentioned above have been demonstrated to me during my time learning this new position. I am continually shown respect, and feel excited to be part of such a great team.
Even as we are growing and hiring more people, Marjorie still has my best interest in mind; she expresses praise at my work contributions and actually takes the time to teach me new things when learning opportunities arise. As our department grows, she still wants to make sure I can grow professionally and learn from some of the larger and more complex accounts that we service. Knowing that I won’t just be shuffled around into the bottom rung of work tasks makes me feel like a valuable member of the team.
Because I feel that I have an effective manager to help guide me through any issues that may occur, I am that much more committed to excellence in my job. Effectively managing your talent (your employees) leads to higher levels of employee commitment. When all these things come together, you create an environment that promotes truly engaged employees that will be passionate about their jobs and fully invested in the success of their organization.