Tweak Your Biz » Management » How To Boost Employee Engagement In 30 Days

How To Boost Employee Engagement In 30 Days



The bad news is that, globally, only 11% of employees are actively engaged (Gallup, 2012). That means just better than one in 10 employees exerts discretionary effort to “wow” customers, generate innovative ideas, accelerate a change, and/or go the extra mile to help out a member of their team.

The good news is that there are simple strategies that have been proven to boost employee engagement. Sadly, most leaders don’t know what to do to boost engagement. That’s where you come in, you masterful engagement guru, you!  Tell them about the 30-day engagement booster challenge.

30-day Engagement Booster Challenge:

  1. Share the 7 strategies in this post with leaders and teams who measure employee engagement, and who you suspect may not be maximizing their investment in engagement;
  2. Commit to using at least one of the seven strategies below per day for 30 days;
  3. On day 31, have the leaders pull out their most recent engagement scores and share them with their team. And, this is the cool part, ask the team, “If we were to take this survey today, how would our results compare (i.e., higher, lower, or about the same)?”
  4. Report back with comments to share your success stories or challenges along the way.
Boost Employee Engagement

The 7 Strategies to Boost Employee Engagement

These strategies are backed by trustworthy research and they really do work. Empower those leading people in your organization (or those you serve) with these simple strategies, hold them accountable for using at least one per day for 30 days, and share your results with me.

#1. Do Something With Your Survey Data.

There is nothing more condescending than asking employees for their opinion and then doing nothing in response. My clients often ask me why their response rates to engagement surveys are low. My first question for them is, “What improvements did you make to the organization based on the results from the last survey?” If they can’t answer that, then I know we have a larger problem than response rates on our hands.

Share the data. Explain what the data mean. Have someone facilitate a focus group for you around the data. Conduct interviews with employees to get at the root cause of problematic items. Connect organizational actions to survey results. Create a network of engagement ambassadors to help inquire about and boost engagement. Communicate. Communicate. Communicate.

#2. Create a Feedback Friendly Culture

Manager feedback and peer feedback are powerful drivers of engagement. An engaged, trusting, high performing team provides each of its members with positive and constructive feedback on a continuous basis. If it feels weird to give feedback, then you’re not giving it often enough.

Offer informal feedback to your team as a whole.  Start by “catching” employees doing something well. Set the tone for a feedback friendly culture by asking your team to provide you with feedback about a specific question that you have or a behavior that you would be willing to change. One of the most powerful questions you can ask an employee is, “What do you think?” and then act on it.

#3. Offer Recognition and Appreciation

Employees like to receive recognition in different ways. Ask your employees how they like to be recognized for a job well done: verbally, in writing, publicly, or privately? Find out what recognition looks like on an individual- and team-basis and then start recognizing those continuous improvements that the LEAN and Six Sigma people keep encouraging.

#4. Engage in Extra-Ordinary Communication

Sadly, effective interpersonal communication is becoming the exception rather than the norm in organizations. Try engaging in some extra-ordinary communication with your team. Share something about yourself that employees may not know, but would like to. Create space for people to get to know one another on a personal level. What are their likes and hobbies? What do people do on the weekends and holidays? What’s the most exotic place a member of the team has travelled to? What’s the weirdest thing people have eaten? If your employees could have dinner with any celebrity, dead or alive, who would it be and why? Making time for the personal stuff pays big dividends in the trust and engagement department.

#5. Build Trust

Trust = Consistency + Competence + Sincerity.  Be consistent. Be competent. Be sincere. People will go the extra mile if they trust you.

#6. Involve Employees in Decisions

Some people will be more likely to support decisions that they have input into. Some people will only support decisions that they have input into. Consult your team about a decision that has the potential to impact their work or their customers. Be clear about what you’re doing and set expectations around how you intend to use their input. Thank people for their input and follow up once a decision has been made (see number 5).

#7. Remove Barriers

Engaging leaders hire the right people, remove barriers to their success, and then get out of the way. Ask your employees what opportunities or barriers exist that, if removed, would help them be even more effective in their role. Then do whatever you can to attempt to remove those barriers or capitalize on those opportunities. Be transparent about what you can and cannot change. Help employees help themselves. There’s nothing more disengaging than knowing that there’s a problem and having a manager who doesn’t give a rip. Removing barriers and connecting that to engagement is a real booster.

So, those are seven, low-cost, high value strategies for boosting employee engagement. There is good science behind these simple strategies, and I want to hear about success stories from the 30 day challenge!  While engagement isn’t a magic bullet for organizational success, it can be a powerful lever if treated with discipline, rigor, and respect.

Did you like this article? Sign up for our RSS and/or Follow us on Google+

Images: “Collage of successful business team. Partnership concept / Shutterstock.com



Sponsored Content

The Author:

Chris Groscurth, Ph.D. is a consultant, coach, and writer. He works with leaders and executives to build healthy teams, increase employee engagement, and align organizational culture with business strategy. Currently, Dr. Groscurth is Lead Consultant for Engagement at Trinity Health, a 65,000 employee Catholic health care system. Chris blogs at Positive Work and Tweets @CRGroscurth http://positivework.wordpress.com

Add Your Comment

  • http://twitter.com/CRGroscurth Chris Groscurth

    Author here: I am really intersted in learning more about the success stories and challenges that readers are encountering related to the employee engagement topic. Please connect with me if you are interested in sharing promising practices.

  • Sian Phillips

    Welcome to TweakYourBiz Chris. And a great first post. I especially like “involving employees in decisions” – it gives them more ownership to the decision process. I look forward to seeing your next post

  • http://twitter.com/CRGroscurth Chris Groscurth

    Thanks Sian. It’s great to be a contributor to such a vibrant and diverse community of professionals!

  • http://www.startuphughes.com/ Donncha Hughes

    Olwen – As a fellow trainer, I also like to have a ‘proverb’ or ‘equation’ on the title slide that grabs attention and gets participants to think about the topic. And I love analogies. Your dinosaur one is very direct. I have often mentioned the ‘frog in the saucepan of water that is on the stove’. Not sure why you would have a frog in a saucepan but the moral is that if it jumped into hot water, it would jump out, but if the temperature increases slowly, it will not. Presume it gets comfortable and then it is too late. I think that this can easily happen in business too. I agree that it is imperative for the management team, on a regular basis, to step back from the day to day of the business to plan for the future. Thanks for a great post!