Lean Employee Engagement

​Your employees are great people but are they really engaged in their jobs... the company?

What is it that gets employees engaged and keeps them engaged? A question easily and often asked but seldom acted upon to drive the correct solution. Here are six components that truly matter to your employees:
  1. Recognize that engagement is key at all levels of the company. Employee engagement is greatly impacted by their managers. Make employee engagement and performance part of management and leadership evaluations and incentives. 
  2. Communicate the impact of engagement on the business throughout the year.Use every opportunity to reinforce the company's commitment to employee engagement in simple, on target, and consistent messages.
  3. Show the company's commitment to them. Develop and measure metrics for employee and management engagement. Make improving engagement a part of the mission and culture of the company. 
  4. Focus on their strengths. Focus on employee strengths in regular reviews and performance evaluations to help keep them on track and supportive of the company's goals. 
  5. Provide them with learning opportunities. Open enrollment and targeted training to build on employee strengths and develop new skills.
  6. Create fair and easily measured reward and recognition systems. Acknowledge individual employee contributions at all levels. Share achievements in internal communications at every opportunity.
These components can be easily assessed by using the Voice of the Business (VoB) assessment in www.LeanPowerTools.com. Engagement happens within businesses by giving the employees a method to contribute their ideas, have them earn recognition for those ideas, and provide a means that gives them satisfaction for their contribution. VoB surveys are easily put together and used to drive companies to supportive internal activities that help mold the culture, expose opportunities for needed training where job deficiencies are occurring, and keeping the communication vehicle consistent and on message. 

Employees want to know “what’s in it for me” before committing heart and soul to the company effort. By providing them an outlet to assess where they feel the company truly is on a daily and ongoing basis, the employee will come to a faster personal engagement and provide the company with the support needed to make a real and noticeable difference in the workplace.