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Rick Blabolil
April 28, 2017

Building Relationships for Effective Employee Engagement

In 2015, GALLUP reported that 32% of Americans were considered engaged in their jobs, 50% were unengaged, while 17% were “actively disengaged.”  These numbers aren’t much of an improvement from the GALLUP results cited in 2005. Over 10 years ago, employees were 29% engaged, 54% unengaged, and 17% actively disengaged. Hopefully, you look at these reports and see opportunity, because there are many ways to actively engage people, which in turn increases revenue, productivity, and overall attitude of your company. Employers are also finally realizing the importance and benefit of engaging their employees. So, how do we reach those who are “unengaged” and motivate them to join those who are passionate about what they do, feel a connection to the company and their managers, and assisting in moving the company forward? The first place to start is connecting with them.

People need to feel valued. Ivey Business Journal quotes, “Employee engagement is a direct reflection of how employees feel about their relationship with their boss.” It is essential to genuinely invest in those relationships. Authentically praising and congratulating someone for a job well-done, can go a long way. In a work environment where people believe their boss or manager cares enough to recognize their performance, the tone is set for peer-to-peer recognition to occur, which also positively contributes to the work environment and overall attitude. Once the relationship is established, it can be fostered with employee-focused initiatives and incentive programs.

Immediate reward and recognition
Once those incentive programs are initiated, they need to be properly executed in order to be effective. Positively reinforcing people for achieving a desired outcome (both with verbal praise or tangent reward) is not a new concept, and in fact, is practiced with even the youngest of learners. Effectively engaging your employees is no different. Clearly outlining the expectation of how to earn the reward, and delivering it as quickly as possibly upon completion is key. Immediate reward and recognition will encourage the employees to associate the desired performance with the reward and motivate for future outcomes.

Looking back at the statistics, it’s clear that there's ample room for growth. Connecting, socializing, and building meaningful relationships within the office can ultimately better you and your business. 

Are you ready now to step back and take another look at your rewards and recognition programs? If you would like another perspective or some fresh ideas, contact a Marketing Innovators solutions expert. Our solutions team has the experience and creativity to ensure your program moves in the right direction to remain relevant.


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