Employee engagement is such a colossal and confusing subject in any company or an organization. Finding the barely recognizable differences of balancing productivity and keeping employees engaged makes an entrepreneur or even a large company’s work cut out for them.
They say that having an engaged team reflects not only on the happy faces of its employees, but also in the fat bottom line figures of the income statement of a business. As the more employees are engaged, the more effort they put forth in their work.
So why do we need to focus on it?
Ishan Galapathy, an expert on operational excellence who has worked across six countries for companies including Kellogg’s and Campbell Arnotts, a speaker, and the author of the book People + Process = Hidden Growth Opportunities, shared his wealth of knowledge in demystifying this workplace phenomenon of keeping employees engaged in an article published by Global Payroll Association’s GPA Live.
GPALIVE is the global and in-country payroll industry’s go-to publication for topical news and features on payroll issues from around the world.
Ishan, further uncovered the 5 things to consider in improving employee engagements in the workplace. They are:
- What is the plan? Developing clearly defined objectives and visually displaying such plan (SMART- Specific, Measurable, Achievable, Realistic, and Timely) to improve employee engagement.
- Is everyone pulling weight? Ensuring that everyone is working hard at their own jobs. Load-levelling is also important to ensure that resources are not stretched too thinly and your hard workers do not burn out.
- Does your team know what success looks like? Tracking team performance is an effective way to improve engagement by deciding a number of key performance indicators, ensuring the team buys into the target KPI, creating a graph to be updated in an appropriate frequency, and ensuring the graphs include red and green indicators to show better or worse target set.
- Is red the new green? As red means not hitting target and green as meeting goals set, do not be afraid to adjust targets as necessary. A few reds will encourage teams to improve what they are doing. In other words, red is the new green and should be seen as an opportunity to improve.
- The 3W’s questions. Holding a short meeting around your graph and discuss the 3Ws (What, Who, When) to improve performance on the reds in the graph. What is the action to be taken, who will execute it, and by when?
Ishan added, “The trick is to ensure that everyone abides by the code of conduct and owns the results. If something does not work, keep on changing it until it does. Keep the process simple and non-techy and watch your team accomplish more than ever before. One last piece of advice: positive human interaction is the key to success in life – and work. It will be worth it.”
Furthermore, as it is Ishan’s passion to develop capability in individuals and teams, he also shared in his book People + Process= Hidden Growth Opportunities the approaches that leaders use for growing their businesses and the opportunities in people and processes that can catapult a company into the arena of multinational leaders in the food industry – where the “big boys” compete.
Keep your employees happy, productive, and engaged for success by reading Ishan’s article HERE.
What a great guide on how to keep employees engaged and productive! Cheers, Ishan!
GPALIVE is the global and in-country payroll industry’s go-to publication for topical news and features on payroll issues from around the world. GPA Live provides everything you need to know, every day. Visit www.globalpayrollassociation.com.