August 16, 2017

Keeping Your Employees Motivated

by Natalia Bubis

Keeping employees engaged at work is one of the toughest challenges that any employer faces in today’s environment. And in the fenestration industry, it seems like that might be tougher than ever. Employee retention and skills development continue to be major hurdles for employers.

A few weeks ago, I wrote about why employee recognition is a critical piece of employee engagement. That’s just one of many factors that play into it. Some others? A sense of community and working for the collective good. A sense of urgency to do the job well all the time, not just occasionally. Gallup’s definition is this: “Engaged employees are those who are involved in, enthusiastic about and committed to their work and workplace.”

Motivation plays a huge role here. It takes continuous action and effort to boost motivation and contribute to better overall engagement in your workforce. Here are some simple tips you can use:

Clear lines of communication.

My colleague Erin Johnson wrote about the importance internal communications will have as our industry continues to change. As organizations in our industry continue to take advantage of automated technologies to enhance plant floor operations, communication with your team is critical for a few reasons. First, as Erin put it, “no employee wants to feel like they’re being made redundant by robots.”

But from a more holistic perspective, clear lines of communication connecting employees to management are important for motivation and engagement. As Gallup notes, “Mere transactions between managers and employees are not enough to maximize engagement. Employees value communication from their manager not just about their roles and responsibilities, but also about what happens in their lives outside of work.”

This kind of communication helps employees feel that their company is invested in their success and happiness. Likewise, that employee will feel more invested in the success of the organization.

Individual motivation goes a long way.

Addressing employees collectively is important, but connecting on an individual level with your employees is critical.

Consider that most individuals don’t always perceive things the same exact way. This applies to your organization’s goals, its definition of success, and the general expectations you have for your workforce. Connecting on an individual level to ensure your employees have a clear and personal understanding of how their individual job contributes to the larger goals of your organization can be very effective.

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Posted: August 16, 2017 by Natalia Bubis Filed under: communication, employee, HR