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Companies want to make a profit, and employees want to feel engaged and respected. It’s a two-way street. Haven’t we all known someone who inspired us and we would practically do anything for that person? Job satisfaction is the key to happier employees. Committed employees that trust their supervisors and managers will often tap into their creativity and produce more for the company.
According to Gallup, Work units in the top quartile in employee engagement outperformed bottom-quartile units by 10% on customer ratings, 22% in profitability, and 21% in productivity. Work units in the top quartile also saw significantly lower turnover (25% in high-turnover organizations, 65% in low-turnover organizations), shrinkage (28%), and absenteeism (37%) and fewer safety incidents (48%), patient safety incidents (41%), and quality defects (41%).
Here are seven tips to maximize engagement and bring out the best in employees:
1. When possible, bring in trainers or consultants to educate all employees on discrimination, harassment, and bystander training. Residential training is more effective than in computer training. It also allows employees to engage and ask questions. You can’t do that if you are taking training on a computer. No one ever finished a computer training course and said that was great training, either.
2. Many employees do not trust their management or human resources (HR) personnel. Consider creating support groups or other programs that allow employees to voice their concerns. CEOs/leaders of companies can also offer times and days where employees can address issues with them. Check out http://fortune.com/2018/02/15/best-companies-salesforce
3. Be prepared to support employees who may need to invoke the Family Medical Leave Act (FMLA) or need to take time off for other reasons. Qualified employees may be able to take up to 12 weeks of leave time off for serious health matters. Ensure you streamline the paperwork process and are equipped to keep up with production if an employee takes time off from work.
4. Address incivility or harassment claims promptly. HR or delegated staff should investigate and adequately document all incidences. When applicable, proper discipline or removal of employees may be required. You may want to consult with an Employment Attorney for counsel.
5. A zero-tolerance for harassment and discrimination must originate from the leader of a company or organization. The employer is automatically liable for harassment by a supervisor that results in a negative employment action such as termination, failure to promote or hire, and loss of wages. If the supervisor’s harassment results in a hostile work environment, the employer can avoid liability only if it can prove that: 1) it reasonably tried to prevent and promptly correct the harassing behavior, and 2) the employee unreasonably failed to take advantage of any preventive or corrective opportunities provided by the employer.
6. Charges of employment discrimination can create years of EEOC investigations, paperwork, depositions, loss of production, and economic hardship. Ensure the first line, and mid-line supervisors are trained to ensure the workplace is a safe and civil work environment.
7. Prevention is the best tool to eliminate incivility and harassment in the workplace. Establish effective grievance processes in your workplace. Strive to create a culture where employees feel confident in addressing their grievances. They should never be afraid to speak up about a problem. Addressed issues give the company leadership a chance to improve relationships between the employee and employer.
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Dawn Marie Westmoreland is a highly skilled Human Resource Consultant with 30 years of experience. She provides a “How To” system to eradicate workplace bullying and discrimination to executive teams, global leaders, political teams, government leaders, attorneys, mental health professionals, and employees. She creates a harmonious values-based culture for a safe and respected work environment. Learn more at https://www.workplacebullyingsupport.com Listen to Dawn's podcast; The Empowered Whistleblower at https://www.spreaker.com/show/the-empowered-whistleblower Watch Public Access TV interview on "Solutions To Workplace Bullying and Discrimination" at https://www.youtube.com/watch?v=PZTg3LqoVdo. She is a weekly radio talk host with WPVM FM 103.7 on workplace issues.
