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Tips for measuring and improving employee engagement

Rich Hein | Aug. 1, 2014
Do you want better productivity from your team and a higher retention rate, all while improving your customer's overall experience? Then it's time to build an engagement strategy for your organisation.

Constructive Feedback on a Regular Basis
"Moving the retention and engagement needles aren't that difficult once an organization understands that employee engagement needs to be a strategic function. What we've discovered in the process of designing employee engagement systems with gamification is that small changes can have a big effect. In particular, it's about narrowing the time gap between performance and feedback, and providing much more positive feedback to staff," says Zichermann.

Do You Have the Right Managers?
Maybe it's time to look at the people who are managing your teams. Just because someone was a great project manager or a terrific developer, it doesn't necessarily equate to being a great manager or leader.

Experts agree that managers play a pivotal role in productivity and retention. The right manager will make your team excel above and beyond, and the worst can ruin your business. You need to choose your managers carefully and then coach and train them to reflect the culture you want. "Manager quality is the dominant factor in retention. That's why we are introducing coaching, resources and opportunities for managers to become better communicators, and to lead more collaboratively," says Tina Davis. Some corporations according to Pollock offer "retention bonuses" to managers who have low attrition rates.

Set Clear Expectations
"Clear expectations and regular communication are the pillars to proper engagement. The worst thing an employer can do is set no expectations and then not engage the employee. When ignored, employees' work productivity will decrease and often leads to them examining other opportunities," says Pollock.

Conduct Exit Interviews
People leave and when they do, it's important to try and figure out the why to help avoid more team members from jumping ship. Exit interviews can be tough to glean real data from, but there are enough occasional gems according to experts to make them worth doing.

Empower Your Employees
We all want responsible workers who can meet deadlines, can be proactive, and can work with little guidance. However, while you may have the occasional superstar, it doesn't happen all that often. The good news is there are things you can do to help empower your workers and help them reach their potential. "People want a stake in the game. They want to be part of something successful and to be part of the driving force. It is important to provide employees goals, but especially critical to ask them how they think they can help. When employees feel their opinion matters they are more engaged and want to work harder," says Jeff Corbin, Founder and CEO of theEMPLOYEEapp, an app used for internal communication between the employers and employees.


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