A key factor in a team’s success is maintaining employee engagement. It is proven that employees perform better when they are engaged with their work. It is the responsibility of leadership to create an environment that fosters development and inclusivity for their employees. Here are some strategies to help keep employees engaged:

Build a strong connection with your team. During meetings, go beyond discussing the day-to-day workload. Take the time to understand what makes them happy outside of work and take an interest. Ask them about their preferred ways of appreciation and tailor your approach accordingly.

Encourage open feedback. Actively listening makes people feel heard. Take your colleagues feedback and create actionable steps, whenever possible. Help employees understand the ‘why’ behind certain processes and procedures, as it is important to see the bigger picture rather than just following protocols.

Be flexible. Work with your employees to provide flexibility where possible. Create an environment where mental health and work-life balance can be openly discussed. This can significantly contribute to an employee’s overall success.

As performance and engagement increase, it becomes crucial to focus on employee development. Typically, high-performing employees often see development as an opportunity to achieve new goals, while less engaged employees can find connection to their career through development opportunities. Regardless of where the employee falls on this spectrum, development is critical to a company’s success. Consider the following approaches for employee development:

Discuss career goals. Schedule goal setting meetings specifically focused on their career objectives. This helps employees remain engaged in their roles. By understanding their career objectives, you can offer better support and resources along their career journey.

Break down large goals into smaller ones. We all have large goals for ourselves, but it is on a company’s leadership to help employees break down their ambitious goals into smaller, achievable milestones. This not only boosts their confidence, but it also allows for more frequent touchpoints with the employee to ensure they are still feeling connected to the overall goal.

Think outside the box. During one-on-one meetings with employees, be open to unexpected shifts in employees’ career goals. It is important to stay connected with employees to understand when these changes occur and pivot accordingly.

When a company creates a space for employees to feel connected, energized, and inspired at work, the output is going shine. If you would like to discuss new strategies for employment engagement and development in today’s world, contact a Marsh McLennan Agency (MMA) advisor.

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