We all want to be engaged at work. We want to feel like our opinion matters, that we are making a difference in the workplace, and that what we do each day has meaning. The best way to do this is by engaging employees in the process. This starts with including them and honoring their feelings and needs. It’s about empowering people, not controlling them. But how can you make employees more engaged? Below are three ways to improve engagement through inclusion:
Create an Inclusive Culture
This starts with a focus on the culture and how it is affecting employee engagement. It’s about creating a supportive environment for everyone, fostering mutual respect, and encouraging communication. People want to feel like they belong in their place of work – that what they do matters not just to them but others too! They don’t want to be excluded from key decision-making processes or recognized when something significant happens at work. Encourage employees to speak up with ideas for change or new projects they’d like to take on.
Include Employees in Meaningful Tasks
Give people opportunities to participate in projects where they can make an impact. For example: Allow workers to develop their own goals and initiatives or rotate leadership responsibilities. This allows people to see what is possible for them at the company to grow, learn new skills, and take on a leadership role.
This will help you strengthen relationships with your employees, as well as increase engagement within teams by allowing everyone’s ideas to be heard. Use surveys so each team member has an opportunity to provide input about what works in your office culture and where there may need improvement. Ask open-ended questions such as: “How would you describe our work environment?” or “What do you like best about working here?” Then use these responses when creating events and activities for employees.
Create Opportunities for Collaboration
We all want to feel connected and included at work. This begins with a sense of community and teamwork. Make it easy for employees to get to know each other by hosting events like potlucks or birthday celebrations, where people can socialize and build relationships outside the office. Make sure your team collaborates effectively by sharing responsibilities and providing constructive feedback, both positive and negative, where needed.
When employees feel recognized for their efforts, they are more likely to be engaged in the work. This includes both public and private recognition – so make sure you’re acknowledging people’s contributions at all times.
Public recognition: use social media or your company intranet site to recognize members of your team publicly through posts, commenting on what people have done that deserves praise, appreciation, or gratitude (but remember not to focus only on one person!)
Private acknowledgment: Speaking with individuals privately is essential too! People like getting specific feedback about something they did well rather than receiving blanket compliments. Make it a priority throughout the day/week/month to take five minutes here and there to acknowledge someone directly by name for making an effort. You can even keep a list of employees’ names and recognize them promptly – whether it’s an e-mail, text message, or handwritten note.
Be Proactive in Your Approach to Inclusion
You might have company policies in place, but are they inclusive? Make sure your organization is designing systems that support the different needs of everyone on your team. For example: Do people with disabilities have access to all work equipment or transportation services? Are there opportunities for flexible hours if someone has a family emergency at home? Does every employee get an equal opportunity to participate in leadership roles and training programs even if their job title isn’t “manager” or “head”? Making changes like these will positively influence how employees feel about being part of something bigger.
The more opportunities you create for inclusion, the more engaged your workers will be! Remember that employees should feel valued in their roles, not just through paychecks but also through how they are treated – this is what leads to increased productivity and output at work! However, all this starts with the hiring process. Make sure you are hiring people who embody your company values. If not, these individuals may be more likely to disengage with the organization’s culture and create an even greater divide between employees. For this, you trust Renaissance Search & Consulting (RSC) to help you find the best talent.