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Ways to Sincerely Encourage Your Employees

1. Ask them what help they need.

Often times the simple question of “How can I help?” will start the process of encouraging an employee. Timing of this simple, but powerful, question is important and requires you have good observation skills. Watch and listen for changes in behavior, choice of words and body language. These can be hints that an employee is becoming discouraged and frustrated. And often all the help they need is talking through the situation and having an empathetic ear to listen to their challenges. 

2. Coach them to discover choices.

When an employee gets stuck and isn’t making the progress they expect, frustration sets in. When you observe an employee frustrated, first reinforce the confidence you have in them based on previous accomplishments, skills and behaviors. Start asking them questions that will help them see how to become “unstuck.” Ask enough questions for them to develop their own options on how to become successful. A little coaching can go a long way.

3. Recognize their small incremental wins.

These wins will include behavior change and skill mastery. Wins are not tasks that don’t demonstrate change. Managers often forget that the small wins deserve recognition so that employees know that they are making progress toward their bigger win. Recognizing positive change reinforces the employee’s understanding of what they need to continue doing. Don’t wait for the big wins, look for the small and recognize them, and more will come.

4. Thank them.

A leadership best practice often overlooked is thanking and praising employees six times for every time feedback is provided requiring change and adjustment from an employee. There are times when work effort may not equate to expected results. Just like a long-distance runner being handed water during the race, this is your opportunity to thank them for their efforts, yet remind them that they haven’t yet reached the finish line.

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Time Management Skills Every Employee Needs

#1: Plan and set goals.

Supervisors should work with their employees to set daily, weekly, and monthly goals. For each goal, set a timeline for completion and break the goal down into small, manageable assignments. Consider providing employees with task management tools, such as online calendars, project management programs, or a simple to-do list.

#2: Prioritize.

Help employees evaluate their responsibilities based on importance and urgency and encourage them to complete tasks with the highest priority first. This process requires effective communication between the employee and his or her supervisor to ensure that priorities are properly aligned with department and company goals.

#3: Organize.

Every minute lost because of a misplaced file, tool, or document is a minute that could have been spent completing a task. Emphasize the importance of an organized workspace to help maximize efficiency.

#4: Streamline.

Evaluate processes and procedures regularly to ensure efficiency. Managers should have regular discussions with their employees to get their insight on more efficient methods for completing their job responsibilities.

#5: Delegate.

Proper delegation can ensure the right tasks are assigned to the right people. But, there is more to delegating than simply assigning a task. Managers must explain job duties thoroughly, work with their employees to develop a plan for completing the task, monitor progress, and provide the resources and support necessary to reach assigned goals.

#6: Dedicate time for less pleasant work.

It’s human nature to sometimes procrastinate, especially when a difficult or undesirable assignment presents itself. To help employees stay focused, break large projects into smaller parts and schedule specific time (such as the beginning of the workday) for the larger or more unpleasant projects.

#7: Manage communications.

For employees on a tight deadline, answering phone calls and emails can be distracting. Consider establishing guidelines for responding to these types of communications. For example, when employees are on a tight deadline, ask them to check voicemail and email at set intervals and respond to urgent communications first. All other communications can be put on hold until after important projects have been completed.

#8: Avoid interruptions.

Whenever possible, schedule important job duties for a part of the day when there are fewer disruptions. For example, if an employee is the first one in the office in the morning, this may be a good time to work on assignments that require more concentration. Also, remind employees that interruptions are inevitable, and for planning purposes, they should allow a little extra time for unexpected interruptions.

#9: Schedule tasks for peak performance.

If possible, physically or mentally demanding work should be scheduled for when workers are at peak performance. This may vary depending on the employee. Encourage employees to consider when they have the most energy and ask them to focus on bigger or more important projects during that time.

#10: Ensure proper balance.

No matter how well employees manage their time at work, they are unlikely to perform at their best if they return to work each day stressed or lacking energy. Encourage employees to take regular rest breaks throughout the day and consider a wellness program that encourages healthy habits.

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Tips to Becoming a Better Manager

Becoming a better manager isn’t something that magically happens overnight, it’s a process that occurs by implementing simple tips and changing your current habits. It is important to remember that every industry and company has different management styles but these general tips can help improve daily interactions and relationships between employees and managers.

  1. Get to know your employees and what they want. Take the time to get to know them both on a personal level and a professional level. Know their career goals but also know their personal interests and passions.
  2. Communicate. Try to be forthcoming with your team. Let them know pertinent information and realize the effects that lack of communication can have on your staff.
  3. Listen to your employees as much as possible. If an employee comes to you with an idea or concern, try to make time and give your full attention to the issue.
  4. Be a motivator. Encourage employees to work hard and give them good reason to work hard.
  5. Be a leader, not just a manager. Provide a clear direction and goal for your team, show them how to achieve success in your organization.
  6. Improve yourself. While it’s important to improve your team, don’t forget about yourself. Examine your weaknesses and work on improving them everyday.
  7. Acknowledge success. Try and see the positives in your employees and their work. Don’t focus on what’s missing or what your team isn’t doing but rather on their successes and hard work.
  8. Be human. Just because you are a manager does not mean you are superhuman. Admit your mistakes, ask for help when needed and let your team see that you’re just as human as they are.
  9. It’s okay to be friends with your employees. Just because you are a manager does not mean you have to be cold and unfriendly. While it is important your staff knows you are the authority, chat with them, have fun with them and make your organization a great place to be.
  10. Lead by example. Make sure you operate with integrity and ethics in the workplace. Act the way that you would like your staff to act.

Although this list could be numbered to 100, these are ten seemingly obvious but very important ways that you can improve not only yourself but your employees and your business.

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Ways to Lead by Example in the Workplace

As a manager, the team looks to you to lead by example, show guidance and strength and inspire those around you. If you expect your team to push forward to greatness, you must do the same.

5 Ways to Lead by Example

  1. Get down and dirty – As a manager, you can’t lead from the sidelines. You need to be involved in the work and know the ins and outs of the business. Working alongside your team helps build trust while expanding your own skills and knowledge.
  2. Listen to your team – With proper training, your team should be able to offer plenty of advice. Listen to them and get regular feedback. When applicable, use that feedback to improve processes or methods.
  3. Watch your words – Always be mindful of what you say and who is listening. Support all team members and give individual guidance in a private setting.
  4. Don’t micromanage your team – Once you’ve communicated the vision, value and goals, step back. You don’t need to control every aspect.
  5. Take responsibility for mistakes – Good leaders take responsibility for the team, even if it was their team member who made the mistake.

Proven leaders attract good job candidates and drive their team in performance, engagement and retention.

Employees typically receive most of their training from a manager, rather than formal training programs, so they seek out people they can respect and from whom they can learn.

People want to learn from leaders who take an interest in their development, who help them deepen their existing skills and learn new ones. Successful leaders find effective ways to build trust with their team and provide opportunities for them to excel and develop.

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Key Factors of Being A Good Leader

1.    Set the right example, being a leader

Setting the right example and role modelling how leaders want their teams to act and perform is crucial. All eyes are on you, watching your every move as you set the expectations of employees. If the leadership team is smartly dressed and punctual in the mornings, then this will encourage your staff to replicate this behavior. They will look at your willingness to roll up your sleeves and get stuck in to achieve your team goals, they will look to see how you communicate at all hierarchical levels and they will analyze how accountable you are when things are going badly. Being a good role model for your business is vital if you want your staff members to be as professional as you are.

Lead by example in everything you do at work. It can be very difficult to reprimand a member of staff for something if you are a habitual offender.

2.    Continuous development of your leadership skills

In order to become a great leader, you have to understand your own attributes and limitations. Seeking continuous self-improvement means that you will be strengthening your own skill set and ensure that you have the right skills to be an effective leader. 

3.    Be technically proficient

Being an effective leader also means you need to stay one step ahead of your team when it comes to technology that may impact your industry. Subscribe to industry blogs and read whitepapers that will help you keep up to date with technological advancements in your sector. No one is saying that you need to be an expert in everything, but you should understand the threats and opportunities facing your business from technological innovations.

4.   Make sound and timely decisions

It is imperative that you are in a position to make informed decisions quickly. By ensuring you are up to speed with good problem solving, decision making and planning tools, you will be in a position of strength to lead your team.

5.    Seek and take responsibility for your actions

As a leader, your team will look to you for guidance and inspiration and ways to take the business to new heights. When things go wrong, they will turn to you to take corrective and decisive action. How you respond in times of adversity provides you with an opportunity to show an example of being a good leader.

6.    Positive Attitude

A positive environment is more likely to create a more engaged and productive workforce. By displaying enthusiasm and confidence, a good leader will understand the impact that they can have in this working environment.

Obviously, it isn’t always possible to have a positive attitude towards every task that a leader is likely to tackle however, the more negativity you can keep from impacting your workforce, the more likely you are to see positive results. 

7.   Keep your team informed

Your team will look to you to keep informed at all times, so try to keep abreast with everything happening in your business and in your sector. 

You will then be in a position to cascade that information down to your team who will hopefully appreciate your efforts.

Strong communication is a critical part of being a great leader.

8.   Get to know your team

David Brent, the loveable boss from BBC’s ‘The Office’, wanted to be everybody’s chum. His management style was to be an entertainer, the office clown if you like. Unfortunately, this management tactic saw everybody quickly lose respect for him and he was unable to manage himself, let alone a team.

Management dictates that you have a degree of separation from your team. You should always bear in mind that your team will be made up of individuals who have different outlooks and abilities and will be at different stages of their careers. Therefore it is vital to understand what makes them tick and to remember that what motivates one, won’t necessarily motivate another.

9.   Don’t be afraid to delegate

One of the key skills a team manager has to quickly learn is the importance of delegation. Successful delegations begin by matching people with tasks. If there are gaps in team member’s skill sets, a good leader will quickly be able to identify and manage these gaps.

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Steps to Building Trust with Employees

Here are 6 ways that leaders at all levels can build trust in the workplace by aligning actions with words:

1. Recognize that building trust takes hard work

Trust must be earned. It comes from conscious effort to walk your talk, keep your promises and align your behavior with your values. Building trust is worth the effort because once trust is lost, it can be very difficult to recover.

2. Be honest and supportive

Even when it’s difficult, tell the truth and not just what you think people want to hear. Understand what employees need to know and communicate facts while being considerate of their effort and sensitive to their feelings. Showing support and understanding for your team members, even when mistakes are made. It goes a long way in building trust as a leader.

3. Be quiet sometimes

Actively listen and check for understanding by paraphrasing what you’ve heard. Use a variety of feedback tools to ensure everyone has the chance for their voice to be heard. You must engage in dialogue with employees, giving them the opportunity to ask questions, get answers, and voice concerns. Then, apply what your internal stakeholders share for future actions.

4. Be consistent

Consistently doing what you say you’ll do builds trust over time – it can’t be something you do only occasionally. Keeping commitments must be the essence of your behavior, in all relationships, day after day and year after year.

5. Model the behavior you seek

Nothing speaks more loudly about the culture of an organization than the leader’s behavior, which influences employee action and has the potential to drive their results. If you say teamwork is important, reinforce the point by collaborating across teams and functions. Give credit when people do great work and you’ll set the stage for an appreciative culture.

6. Build in accountability

When you and other leaders acknowledge your mistakes as well as successes, employees see you as credible and will follow your lead. You can encourage honest dialogue and foster accountability by building in processes that become part of the culture, such as an evaluation of every project (positives, negatives, things to change) or a status report and next steps in each meeting agenda (tracking deadlines and milestones).

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Reasons You Should Stop Multitasking & Actually Get Things Done

1) Your Brain is Not a Fan

Some people pride themselves on being able to juggle multiple objectives at once. But when you do that, your mind is never really focused on any one task. It often happens that we meet a new person and instantly forget their name – that’s because our minds are distracted and are unable to process or retain that new information.

 

People who are bombarded with several streams of electronic information don’t pay attention.

 

This inability to concentrate can impact your professional life but also has implications on personal experiences and relationships. Doing a few things at once, you never really focus on anything or deeply connect with others (customer, coworkers, friends, or family). When we fail to live in the present, we are essentially only half-living.

 

2) More Tasks = More Mistakes

This is a logical consequence of the lack of focus characteristic of multitasking. When doing several things at once, your mind is divided between them so it’s only natural that your mistakes will multiply. And according to the Stanford research, multitaskers are terrible at filtering out irrelevant information. That means that there is sure to be some mental cross-firing and overlap between tasks.

 

Can you really afford to make those mistakes? Probably not. That’s why each task should receive your full attention, separately.

 

3) Wait, What’s Multitasking Again?

That’s right, it affects your memory.

 

In 2011, the University of California, San Francisco published a research study showing how quickly shifting from one task to another impacts short term memory.

 

Needless to say, the impact is always negative and becomes increasingly apparent as you get older. Just because you can handle your tasks right now doesn’t mean that in 5 or 10 years you’ll be able to go on about your life in the same way. And it’s always better to cultivate healthy habits early on.

 

4) Multitasking Causes Anxiety

A major downside of multitasking is that feeling of anxiety which plagues people who consistently divide their attention. This study conducted by researchers at the University of California, Irvine, shows that the symptoms of interrupted work range from psychological to physical.

 

They performed a test which measured the heart rates of employees with and without access to office email. Those who could access their emails remained wired up – they exhibited higher heart rates than those who didn’t have access. On the other hand, the second group was observed to perform their jobs relatively stress-free.

 

5) Creativity is Inhibited

Devoting your attention to too many tasks at once, you will never have working memory left to come up with ideas and concepts that are truly creative. Yes, you’ll get your assignments done in an average rate and scope, but greatness will be beyond your reach.

 

When we are anxious (see #4 above), our bodies start accessing more primitive brain structures that are designed to keep us safe from danger. When that happens we stop accessing other areas like the frontal lobe that have adapted for critical thinking and creativity.

 

6) Multitasking is a Waste of Time

When you distractedly attempt to complete small tasks while also trying to complete a large one, you’ll soon see how they actually eat up more of your time rather than saving it. The mind has to reset to each task following the shift.

 

We also are unable to maintain flow states. You have probably felt this before, like when you read a captivating novel and time stands still. You look up from the pages hours later, surprised by how much you’ve read. In the business context, getting in flow can increase productivity by 5 times!

 

7) You’re Not Really Living

How many times a day do you read or write status updates on your phone? If your thumb is permanently locked in reading news stories on the web the entire day, the rest of you isn’t really living. Only connecting with your immediate surroundings or interacting fully with other human beings can give you that sense of deep fulfillment.

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Best Ways to Collaborate with Your Team

1. Get everyone on the same page

The most important thing you can do to collaborate is to get people to work with you on the same goals. If everyone is distracted by working on their own projects, nothing gets done. As a member of the team, or the team leader, you need to sit everyone down and discuss your short and long-term goals, how you’re going to hit them and dictate who does what work.

2. Set expectations

Everyone on the team needs to know what they have to do and when they have to do it by. They should know how much work is expected of them and the number of hours they should put into it. They should also know what part of the project they need to be working on and who they can count on for support and resources. Leaders need to connect their teams goals to the overall strategic plan of the company. It’s important to also align the individual expectations with the shared expectations of the team. You also need to establish program metrics and timelines with the team and share progress updates so that people know when things are accomplished and can focus on other aspects of the project. Reporting is important so don’t forget to update your boss or the executives on your status so you can show steady improvement.

3. Use tech tools

As you know from being on this site, Quick Base is a cloud-based platform to easily build your own business process applications that can help you collaborate better in teams, no coding required. Quick Base allows you to set reminders, alerts and notifications to match your team needs. Google Docs is a free and easy to use way to share Microsoft Word and Excel files, edit them and see who is accessing them. However, if you’re using spreadsheets for online collaboration, you may want to assess if they are slowing you down or worse, causing manual errors. Evernote allows you to take notes and share them so that you can flesh out ideas and work better in a team. Timebridge gives you features like the ability the share your calendar availability, a meeting countdown, and setting up a staff meeting in one step.

4. Be open about everything

If something isn’t going right or you aren’t getting along with a team member, you need to be upfront with it. The more you hold back the more it will impede collaboration between the team. People love transparency because it makes them feel like they are part of a team. If you aren’t honest and hold things back, then you won’t be able to get everyone on the same page and people will be angry at you for not being upfront. If something goes wrong, bring it to their immediate attention so they can help you solve the problem.

5. Hold effective team meetings

Most teams waste time during meetings catching up about personal things. Before you start a meeting, have a reason for it. Then, tell each individual team member what they need to bring to each meeting and set an agenda. This way, you can measure the success of a meeting. Don’t feel like the meeting has to be an hour or two hours – make it more about the tasks at hand because the more time people spend in the meeting, the less time they have to do work.

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Habits of Highly Productive People: What Efficient People Have in Common

You probably didn’t go to the Massachusetts Institute of Technology — but an MIT can help you be more productive.

The theory behind Most Important Tasks is that any given to-do list has some tasks that are more important than others. If you focus on simply checking off to-do list items, you’ll end up with a mix of important and less important tasks completed.

It also exposes you to the potential for procrastination — it’s easy to spend the whole day checking off easy, less important to-dos instead of buckling down on the hard stuff.

Instead, spend a few minutes at the beginning of your day to choose 1–3 MITs — the things that, no matter what, you need to finish by the end of the day.

With a renewed focus on what’s important, it’s easier to create a meaningful to-do list — make sure the important things get done.

Laura Earnest of Whole Life Productivity had this to say on the importance of prioritization as a productivity habit:

“Let me say that I distinguish between efficient and effective, but that both are needed for peak productivity. Efficient is doing things right and effective is doing the right things. So the most productive people work on the high value tasks, making sure that how they are doing those tasks is the best way.

I also believe that the most productive people are able to discern which are the high value tasks, and are able to either let the others go or delegate them. It’s not a crazy rush to get everything done, because they recognize that they can’t get everything done.”

2. Cultivate deep work

Productivity tip – cultivate deep work (even if it means saying no more often)

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Some tasks are just hard. There’s no substitute for deep work.

Everybody has a few daily to-dos that could be almost be knocked out while sleeping. These are the tasks that you need podcasts to get through — if anything, they’re hard to get yourself to do because they’re not especially interesting.

At the same time, some tasks are just difficult. You can’t multitask your way to finishing them. You need to devote serious time and mental effort to knocking them out of the park. These tasks are called “deep work.”

Cal Newport wrote about this type of work in his bestselling book, Deep Work: Rules for Focused Success in a Distracted World. Newport argues that the skill of intense focus is increasingly rare—and that those who can master it are at an enormous advantage.

A few of Newport’s recommendations to cultivate deep work are:

Schedule deep work: Plan deep work into your schedule at a similar time every day, probably in the morning. Having a regular time to do deep work helps you make it a habit.

Get bored: It sounds counterintuitive to call being bored a productive habit, but being comfortable with boredom is important. Deep work isn’t always enjoyable, and boredom or frustration are what cause us to seek out distractions. Avoid using social media for entertainment as much as possible, and get more comfortable doing nothing.

Be harder to contact: Email and other distractions can be reduced by asking people who contact you to do more work up front. Ask people to research their questions before coming to you, and provide as much info as possible in their emails. Same goes for you—spending time on communications instead of dashing off a quick email can minimize back and forth.

Know your work habits: Do you work best in isolation? With periodic breaks? Are you working around a hectic schedule? You don’t need to overhaul your entire schedule—just set aside some time for deep work.

Highly productive people have mastered the skill of deep work.

3. Keep a distraction list to stay focused

Productivity tip – keep a distraction list, to jot down ideas you think of while you’re working

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With emails, social media, and a thousand little to-dos, it’s easy to get distracted when you’re trying to be productive.

Whether you’re trying to focus on deep work or just dealing with smaller tasks, distractions are the bane of productivity. It’s hard to maintain efficient work habits with distractions around.

One powerful method of reducing distractions is creating a “distraction list.”

productivity habits for distraction

Keep this list — whether it’s a Google Doc or a physical piece of paper — nearby while you’re working. Whenever a distracting thought pops up, write it down on the list and get back to work.

This technique, which is one of the secrets to the Pomodoro Technique, is powerful because a lot of the time your distractions legitimately require attention.

If I’m doing deep work and suddenly remember a bill that needs to be paid, or have an idea for a new blog post, those are thoughts that deserve attention.

They just don’t deserve it right now.

As thoughts arise during your work, jot them down. Once you reach a break in your work, you can come back and either tackle them or add them to your larger to-do list.

4. Use the Eisenhower Matrix to identify long-term priorities

Productivity tip – use the Eisenhower Matrix to find your important but not urgent tasks

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One of the dangers of productivity is a focus on the short term. As management legend Peter Drucker once said, “there is nothing so useless as doing efficiently that which should not be done at all.” When you study productivity habits, it’s easy to fall into that trap.

On any given work day, it’s easy to get caught up in things that seem important right now.

The Eisenhower Matrix, used by Dwight Eisenhower to make decisions during his time as a general, was popularized by Stephen Covey’s book The 7 Habits of Highly Effective People. It helps you to quickly determine what you should work on and what you should ignore.

To create an Eisenhower Matrix, make a 2 x 2 square. On one axis, write “important” and “not important.” On the other, “urgent” and “not urgent.”

Eisenhower MatrixSource: Develop Good Habits

Organizing your to-do list based on each task’s importance and urgency can help you identify time-sinks that aren’t worth it.

Are you spending most of your day doing things that are urgent but not important? Look for ways to delegate, automate, or eliminate.

Are you spending time on things that aren’t important or urgent? Ignore those things.

Are you making time to work on things that are important but not urgent? If you’re like most people, you could be spending more time in this quadrant. The Eisenhower Matrix makes it easier to see what matters and what doesn’t.

5. Use the 80/20 rule

Productivity tip – use the 80/20 rule to focus your time on the most impactful tasks

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Another way to prioritize tasks comes from the 80/20 principle.

Discovered by Italian economist Vilfredo Pareto, the 80/20 rule (also called the Pareto Principle) states that, in any pursuit, 80% of the results will come from 20% of the efforts.

To maximize efficiency, highly productive people identify the most important 20% of their work. Then, they look at ways to cut down the other 80% of their schedule, to find more time for the things that make the biggest impact.

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Effective Strategies to Increase Employee Engagement Across Your Company

1. Model your core values and emphasize your mission

Employees are more engaged when there’s a goal they can get behind and a purpose to inspire them. Your core values and mission statement are the foundation of your company culture, which plays a large role in how engaged your employees are. Start by creating a concise list of company core values, then train each employee in these values. Doing so will guarantee employees understand the importance of the company’s values, how they positively impact the business and what’s expected of each individual. Lead by example and hold every member of your team accountable. Failing to do so will foster a bad company culture of distrust that will disengage employees.

2. Prioritize feedback

Optimal amounts of feedback correlate with positive manager reviews. Even managers who give their direct reports too much feedback are rated higher by their team than those who don’t provide enough. The gist? Employees crave feedback, and it influences their level of engagement. Start by scheduling check-ins for each employee with their manager, then encourage middle management to establish regular review sessions with their team as an ongoing initiative to improve employee engagement.

While it may be tempting to implement a company-wide schedule for feedback, keep in mind that every team is different and frequent touchpoints may feel unnatural to some. Managers should talk to their direct reports about their preferred methods for receiving feedback in order to engage employees in a way that’s meaningful to them.

3. Concentrate on engaging management

Your managers’ levels of engagement directly affects their teams. Let’s take a look at some stats: in the U.S., 34% of employees are engaged at work, which nearly aligns with the 35% of managers who report being engaged. Plus, employees report that 75% of great managers are passionate about the work they do — that kind of positive attitude is contagious. While your workforce engagement strategy should account for the individual needs of every employee, focusing on middle management is an effective way to quickly increase employee engagement across the board.

4. Coordinate volunteer opportunities

Employees want to know they work for a company that cares about making a positive contribution to society. Volunteering unites employees toward a larger purpose, offering an opportunity to connect on a deeper level. Indeed, 70% of employees believe volunteer events improve morale more than happy hours and 89% believe companies that sponsor charitable activities have a better work environment.

Look for a volunteer opportunity that’s located near your office and plan an event for after work. This is an easy way to come together as a team and give back to your community. Additionally, offer a “Volunteer Day” as an employee benefit. This should be a day outside of your PTO policy that employees can take off to donate their time to a cause they’re passionate about.

5. Prioritize physical and mental health

It’s easy for individuals to engage with their work when the organization makes an effort to enhance their overall wellbeing. A company-wide wellness initiative is a great way to improve employee engagement. Sponsor workout classes as company outings and, as a long-term solution, consider offering fitness subsidies to encourage healthy lifestyles beyond the office.

Offer meditation classes and encourage employees to take mental health days when they need to step away from the office and focus on themselves. Additionally, stock the kitchen with healthy snacks that will fuel employees during the busy work day.

6. Recognize top performers and reward achievements

Engaged employees will go out of their way to go the extra mile. However, they still want to know that leadership sees and appreciates their efforts. Take time to acknowledge your employees and allow them to do the same of their peers.

Since feedback is a top priority among employees, encourage managers to make positive recognition part of their day-to-day. Utilize your communications channel or HCM system to promote acknowledgements to the whole company. Additionally, consider engaging your HR department to implement an incentive program.

7. Conduct employee engagement surveys frequently

Not only will regular employee engagement surveys help you understand what’s working in your organization, but it will make your employees feel valued. Giving each individual the opportunity to voice their opinions encourages honest, open communication. Employee feedback is essential to successfully engaging your workforce. You can look to notable corporations for inspiration, but at the end of the day, your team is unique and will respond best to certain employee engagement strategies. Quick pulse surveys give you the data to do just that.

8. Plan company outings

The level of employee engagement in your workplace has a lot to do with how your employees relate to one another. Set up opportunities for them to connect on things outside of work and foster personal relationships. You don’t have to go far or break the bank to do so — plan an on-site happy hour, game night or potluck dinner. Make sure to provide some variety in your events to promote inclusivity.

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