Employee engagement turns out to be very beneficial for a company. When an employee starts thinking about loss and profit of a company and works to benefit the company, the company prospers. But what could be the driving force to engage more employees? Giving charge to employees helps them feel their importance. When a company acknowledges the work of the employees and gives them more control over things they will definitely feel appreciated and will work to benefit the company. Here are some ways to give employees more of the control they want.
• Let employee choose their domain of expertise: Instead of you deciding their work domain, training or area to get an expert in let them decide their approach. They know the best about themselves and reliving the right to choose will make them more responsible and answerable too. They will obviously perform better because they are doing what they like to and not what they are told to.
• Let employee choose everyday work: A daily checklist of the work needed to be completed, how to approach and the deadlines should all be loaded to their shoulders and not you assigning them. Let them choose how much work they are going to complete in a day and what will be their approach.
• Allow flexibility: Flexibility must be there. The work environment should not be that formal. In fact, a survey shows that people wish to work in an informal work environment because that makes it easy for them to interact and work in a better way. Work from home sometimes must be given to employees.
• Give employees a voice: Giving employees a voice means to be aware of their demands and their suggestions. Giving them more authorities to take decisions for the company or listening to their ideas help them to show more involvement towards work. Only when the work is acknowledged and appreciated a person likes to continue and become better each day.
When an employee works whole-heartedly for the company the company rises to the great level. Focus less on when employees work and what they get done. Give them control of their schedule and environment to make work more productive and enjoyable. Instead of telling employees what they have to work on, then, allow them, whenever possible, to take on responsibilities that relate to their goals. When projects have the same priority, let employees choose which one to tackle first. These decisions may seem small, but they can make a big difference in employee happiness and motivation.
• Let employee choose their domain of expertise: Instead of you deciding their work domain, training or area to get an expert in let them decide their approach. They know the best about themselves and reliving the right to choose will make them more responsible and answerable too. They will obviously perform better because they are doing what they like to and not what they are told to.
• Let employee choose everyday work: A daily checklist of the work needed to be completed, how to approach and the deadlines should all be loaded to their shoulders and not you assigning them. Let them choose how much work they are going to complete in a day and what will be their approach.
• Allow flexibility: Flexibility must be there. The work environment should not be that formal. In fact, a survey shows that people wish to work in an informal work environment because that makes it easy for them to interact and work in a better way. Work from home sometimes must be given to employees.
• Give employees a voice: Giving employees a voice means to be aware of their demands and their suggestions. Giving them more authorities to take decisions for the company or listening to their ideas help them to show more involvement towards work. Only when the work is acknowledged and appreciated a person likes to continue and become better each day.
When an employee works whole-heartedly for the company the company rises to the great level. Focus less on when employees work and what they get done. Give them control of their schedule and environment to make work more productive and enjoyable. Instead of telling employees what they have to work on, then, allow them, whenever possible, to take on responsibilities that relate to their goals. When projects have the same priority, let employees choose which one to tackle first. These decisions may seem small, but they can make a big difference in employee happiness and motivation.
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