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Viewpoint - Bob Gershberg - June 2023

Employee Engagement Now

By Bob Gershberg, CEO/Managing Partner, Wray Executive Search

In a 2017 study by Gallup, it was found that only 15% of the world’s one billion workers were engaged at work. As alarming as that was, the number has grown minimally since. It is incumbent upon us to ensure that employees achieve a positive emotional connection with the organization as well as with the tasks assigned to them. Employee engagement is crucial for maintaining a productive and motivated workforce.

We must establish clear goals and expectations. Clearly communicate the organization's vision, mission, and objectives to employees. Set clear performance goals and provide regular feedback on progress. Communication must be two-way. Encourage open communication channels where employees feel comfortable sharing their ideas, concerns, and feedback. Implement regular team meetings (but not too many), and digital platforms for collaboration and suggestions.

Provide opportunities for growth and development. Support employees' professional growth by offering training programs, workshops, and opportunities for skill development. Provide mentorship or coaching programs to help employees reach their full potential.

Recognize and reward achievements. Acknowledge and appreciate employees' efforts and accomplishments. Recognize and reward outstanding performance through various methods such as employee recognition programs, bonuses, or public appreciation.

Encourage work-life balance. Promote a healthy work-life balance by offering flexible work arrangements, such as remote work options, flexible schedules, or paid time off. Encourage employees to take breaks and recharge to avoid burnout.

Empower employees with independence. Trust your employees to make decisions and give them autonomy in their roles whenever possible. Encourage them to take ownership of their work and provide opportunities for innovation and creativity.

Create a positive work environment where employees feel valued, respected, and supported. Encourage collaboration, teamwork, and inclusivity. Promote a culture of trust, integrity, and open-mindedness.

Create a sense of purpose. Recognize the true essence of human capital. Your employees are not just a production factor, but prospective brand champions. When they feel an emotional connection to your brand, they can provide higher personal investment and contribute in a more substantive manner.

Provide regular feedback and performance evaluations. Conduct regular performance evaluations to provide constructive feedback and identify areas for improvement. Offer ongoing support and mentorship to help employees grow and overcome challenges.

Promote work engagement initiatives. Organize team-building activities, social events, and wellness programs to enhance employee morale and build stronger connections among colleagues. Encourage participation in community service or volunteer activities to foster a sense of purpose and fulfillment.

Lead by example. Demonstrate strong leadership qualities by actively engaging with employees, listening to their concerns, and taking action to address them. Show genuine interest in their well-being and support their professional growth.

Remember, creating a highly engaged workforce is an ongoing process. Regularly assess the effectiveness of your strategies, gather feedback from employees, and make necessary adjustments to continuously improve employee engagement levels.

Successful managers are transparent in their approach to improving engagement. They will discuss it with their teams all the time. They “engage” everyone in the discussion and solutions. These principles are not complex, but must be prioritized. Companies that get this right will drive greater financial returns, surpass their competitors and easily climb to the top of “the best places to work” lists.

All the best,

Bob Gershberg |CEO|Managing Partner|

(888) 875-9993 ext 102

Finding tomorrow’s leaders today!

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