There’s a trend I’ve noticed recently where people seem to be staying in their roles for longer periods. At first glance, you would think this hesitancy to move would be beneficial for organisations, with the low turnover suggesting employees were loyal and satisfied. However, a reluctance to move does not always indicate employee satisfaction. An interesting dynamic has emerged called the employment engagement paradox. This paradox is characterised by the rising employee retention rates, alongside falling engagement and happiness levels. This creates a significant challenge for businesses striving to maintain productivity and competitiveness. Many organisations experience a seemingly busy team, but a lack of productivity.
The cost-of-living pressures and general sense of burnout seem to be common. Additionally, a lack of appreciation and recognition at work significantly affects employee morale. But not all hope is lost. There are many ways you can effectively engage your team to ensure they stay with you for the right reasons, and are energised to produce great results!
Understand what motivates your team
Through my interactions, it’s clear that employees who feel appreciated and recognised are more likely to stay engaged and satisfied with their jobs. They are more likely to enjoy what they do, stretch further, work productively, deliver innovation and think creatively. When I ask, “What is the best way to manage you, or who has been your best manager and why?”, common responses typically involve roles where there was autonomy and trust. These are not obviously given; they are earned and take time.
Show appreciation where you can
One powerful thing you can do as a business owner or manager is to create space and time to listen to your staff. However, you must then follow up and act on the outcome, whether it’s by providing learning opportunities, giving them more responsibilities or offering tailored employee benefits. For example, you may consider covering the cost of the eTag for toll travel if it’s possible and deserved. These signs of appreciation really make a difference to an employee’s happiness levels at work.
Catch up regularly
The old and dated six-month and one-year box-ticking appraisal exercise no longer cuts it. The more successful organisations have regular one-on-ones, and these could be fortnightly, monthly, or whatever you feel is appropriate. Most importantly, it is important to act on anything that comes from these meetings so your team members feel heard and appreciated.
Respond to individual needs
There’s no one-size-fits-all solution. Two people in the same role may have different needs – one might want to start and finish early due to outside commitments, while another might wish to pursue further study, taking advantage of the plethora of micro-credentials on offer.
You need a mix of strategies: create a supportive work environment, keep communication open, and make sure to recognise your employees’ contributions. A simple, but specific, thank you is very powerful. It’s about understanding and meeting the diverse needs of your team. Most importantly, make it personal. By doing so, you can make some headway in navigating this paradox effectively and foster a more engaged and productive workforce. The objective is to create an environment that fosters employee longevity while maintaining an energised group of employees who are eager to contribute positively to your business!
Please reach out if you’d like to hear more around navigating staff engagement.
Andrew Hill
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Photo by Angela Roma