6 Practical Steps To Keep Your Employees Engaged

6 Practical Steps To Keep Your Employees Engaged

When it comes to job satisfaction, financial rewards may be lower on the list than most people think. Being happy with your job seems to depend more on the intangibles: feeling part of a team and being valued and appreciated consistently outrank money when employees are polled about job satisfaction.


Client example

John is a very competent operations manager in a manufacturing company.. He was recruited a few months ago to his current company, he is already thinking of looking elsewhere. “I get no feedback whatsoever from my manager,” he said. With no sense of how he fits into the company’s overall goals or how he’s performing, his motivation is down. “ I just don’t care as much.”

There are three questions someone asks when they get a new position. “What do you expect from me; “How well I’m I doing”; “How are you going to help me do it better”. These questions were never answered so John doesn’t see a way forward.

John’s story is not unique, here are some steps and strategies for engaging your team.



Many of the following recommendations may sound like common sense, but you’d be surprised how many managers neglect to follow them.

Step 1:
Develop a compelling vision of the future

Make sure that your vision is provided as an easy to understand roadmap for your employees.

Step 2:
Give employees the tools and processes to do their job

Don’t just assume that each and every one of your employees has all the tools, training, and support that they need –check in with them personally and find out.


Step 3:
Develop a communication strategy

The best communication process in the world can’t overcome poor leadership, inadequate rewards and a lack of development opportunities. Use training sessions, memos, newsletters, and regular meetings to present your vision.. Make sure to ask questions, and if they are confused, redesign the way the information reaches them.

The most important part of a leader’s job is communicating effectively. Creating a culture of communication in which leaders and employees share common goals to work effectively together.


Step 4:
Get everyone engaged

Figure out a way to get all of your employees engaged in planning and decision-making.

To do this, whenever possible, ask for input and use their ideas.  This way, they have a vested interest in seeing the busines succeed.  This can not only empower and motivate employees, it can also lead to new and more productive ways of working that normally.


Step 5:
Learn to give and receive feedback

Feedback is a skill that every leader should learn and use.. Offer feedback as often as possible. Positive feedback should be given right away, to encourage more of the same performance. Negative feedback should also be given a.s.a.p., so that your people have the opportunity to improve their behaviour. If you can, schedule weekly meetings with individual employees, to provide an opportunity to discuss ongoing projects and issues. These meetings don’t have to take a lot of time, and they can build strong working relationships.

And don’t forget to say “Thank you!” for a job well done. It’s a powerful motivator, and should be done often–in person if possible.


Step 6:
Create an atmosphere around “what is possible”. And have fun.

When your people see themselves as part of the solution they will be committed.


leaders guide