We all want our workplaces to be efficient, right? We want tasks completed on-time and well, and we hope that the environment is as pleasant as possible. 

An efficient workplace is definitely a nice goal to work for, but we’d like to offer another way to look at it. What if you aimed for an engaged workplace, rather than focusing solely on efficiency? 

An engaged employee is someone who is actively involved and interested in their work, rather than simply completing tasks for the sake of completing them. We’ve got 6 tips to help you steer your staff toward engagement, rather than obligation. 

Re-evaluate your company mission and values.

Hiring trends show that job seekers take company values into high account as they sift through job listings and choose where to apply. Once hired, this mindset doesn’t go away. Employees who feel that their employer’s views are similar to theirs tend to work harder toward their career-related goals. This can only benefit the company they work for, and it’s a mindset that tends to be contagious, if supported. 

It’s a good idea to take a look at your company’s mission and values and compare them to the missions and values of the people who work for you. Are these things in line with one another? Is it time to re-evaluate your company’s priorities?

Make feedback a top priority.

Studies have shown that employee engagement tends to increase when those employees are given consistent, valuable, empathetic feedback. Providing thoughtful feedback shows your staff that you value the work they’re doing, and that you know how capable they are of adapting to your requests and suggestions. 

Feedback also prevents stagnation, which is often a contributing factor to employee disengagement. Giving your employees deliberate, personalized feedback is a great way to give them attainable goals and keep them engaged. 

Examine your onboarding process.

Sometimes, no matter how hard you try to keep employees engaged, they simply aren’t a good fit for your company. These things happen! The best way to avoid situations like this, however, is to craft your onboarding process so that it sets you up for success. 

One of the easiest things to add to your onboarding process is a focus on the above-mentioned values. Choosing employees who are on the same page as your company and its management lays the groundwork for engagement before that employee ever starts work. 

And don’t be afraid to directly ask, “What kind of things keep you engaged at work?”

Stay Connected

Achieving engagement is an ongoing process. People’s lives ebb and flow through different cycles, and what kept them engaged six months ago might not hold the same pull now. This is what makes it important to stay connected to your staff — distributing engagement surveys on a regular basis will help you get to know your staff better, and give you a solid idea of where they’re at mentally. If you can approach your staff with empathy and a genuine desire to connect with them and their values, engagement is sure to follow.