In today’s business world, enriching employment experiences have become increasingly unusual. Instead of a fulfilling career or an engaging organizational culture, many workers endure arduous schedules, low wages, year-end bonuses that amount to a day or two of pay, and a toxic work environment.
But what makes an organization’s culture engaging? Even if you have worked for decades in the same industry, you might not realize how powerful small shifts can be when it comes to improving your employee engagement levels. Here are the top influential factors in employee engagement.
- Leaders Who Exemplify Values
If employees don’t know what matters to their leaders, they won’t be as engaged as possible. When employee engagement surveys are conducted, the leaders’ lack of clarity about organizational values comes up frequently.
- Supervisors Who Are Vulnerable
Leaders who can admit their unmet goals and make time for difficult conversations create a culture where employees feel safe taking risks.
- Teamwork in the Workplace
If your team members are focused on winning and blame-placing, you can be sure that they aren’t as engaged as possible. A team that can appreciate its accomplishments together while learning from its mistakes is a team of workers who know that they can do better.
- Individuals Who Receive Recognition for Their Work
If leaders consistently refuse to acknowledge and reward their employees, it should come as no surprise that employee engagement levels are low. Workers who go above and beyond deserve to be recognized for that extra effort.
- Co-Workers Who Are Passionate About Their Work
If you’re like most leaders, it’s difficult to remember what led you to your current role. If someone doesn’t feel as passionate about their work as they once did, it might be because too much time has passed since they were allowed to learn and grow within an organization.
- New Employees Who Feel Supported
Time and time again, employee surveys find that new hires are thrilled with the start of their career. But after a few years on the job, they become disillusioned. This is because employees who feel supported early on in their tenure at an organization often stop getting support as they climb the corporate ladder.