The pandemic has undeniably caused a shift in how companies do business, with most changing their work arrangements for their employees. However, these varied work arrangements come with the challenge of ensuring that employees remain connected across the globe. 

With the expansion of remote work locations, indifference and disconnect from employees may arise. In a Gallup research, about 75 percent of US employees feel not cared for by their employers. Thus, for employees to stay connected, engagement efforts would be critical. 

1. Securing Benefits, Improving Comfort 

Employee engagement increases workplace productivity, much like customer engagement determines a product’s profitability. Improving employee engagement involves implementing policies that will ensure safety and comfort for your employees. 

Since change is the only thing that remains constant, many workers are now seeking out organizations that value flexibility and youthful energy. Surveys suggest that many young employees will not hesitate to leave a company that will not honor a work-life balance.   

Your employees will spend most of their waking moments at work. Providing them with leave credits that could be earned through toil work can encourage them to function more systematically, knowing the accessibility of a benefit. From incentives to in-office perks, providing tangible benefits can boost the productivity of your employees. 

Giving incentives has been proven effective in improving employee productivity. Benefits can come in monetary and non-monetary forms. In-office perks need not be costly for management. For example, having music and a literary corner in the office can help your employees revisit their creative sides. 

2. Communicating with Empathy  

Employee engagement is an exercise of empathy. Employees can sense when mutual trust and respect are present in their communications and interactions with them. With businesses depending on employees’ strengthened dedication, employees have increasing expectations from their organizations regarding how they must be treated. Employees are now looking for companies willing to consider them as partners in their business, not robots or AI. 

Additionally, cooperation in addressing company struggles can be further enhanced when you show empathy. A recent study by Catalyst revealed that 76 percent of employees who experienced empathy from their leaders reported feeling engaged. Communicating with empathy can lead to a healthier relationship and renewed appreciation among your organization, leaders, and employees.  

3. Placing Importance on Mental Health 

Achieving work-life balance includes recognizing the mental health needs of your employees across all levels in your organization. Compared to before the pandemic, the risk for post-traumatic stress disorder (PTSD) increased by 53 percent in June 2022. Employees who may experience mental fatigue may experience the inability to focus and become easily irritated, affecting their productivity and willingness to engage. 

You can begin to manage this by promoting open dialogue about mental health. Employees who are struggling with their mental health at work should be able to get psychological first aid from your health and safety officer (HSO) or any other company medical staff. Additionally, you can offer your business medical or health staff certifications or training that will prepare them to handle employee welfare comprehensively. 

4. Recognizing and Addressing Burnout 

Burnout affects overall productivity and performance in a business. Employee indifference toward work quality and productivity can stem from managers giving unrealistic expectations and far too many tasks. As a result, poor management has become one of the major culprits of employee burnout. 

Manager burnout is also real. Managers are the first line of defense when employees suddenly leave. Knowing the intricacies of the work makes them most responsible for finding or being the substitute for an employee who is not meeting their key performance index (KPIs). This can make them have less time with their family or sacrifice their well-being to meet the demand.   

Considering that any employee, from experts to C-levels, can experience burnout, it’s important to have systems to notice signs of burnout before it’s too late. Additionally, with burnout being a blocker to engagement at work, it has to be addressed so that employees will still feel energized to connect and engage in the workplace. As your employees and their managers are not machines or robots, set reasonable KPIs to protect their overall well-being and inspire openness to build bridges within your organization. 

5. Celebrating Diversity 

The traditional mindset on diversity is that it would cause a divide among employees. However, diversity greatly contributes to office cooperation and collaboration. Research shows that diversity, equity, and inclusion improve company culture.  

Visibility matters. Your employees will reciprocate the value you place in allowing them to have the freedom to express their identities without fear of discrimination. You can begin with the company’s employee handbooks. Stipulations on protecting and honoring the varied identities your employees have will motivate them further. Encourage all forms of families, single parent, same-sex, or chosen families, to attend family days. 

6. Inspiring a Deeper Sense of Purpose 

As with many businesses, it is possible to lose sight of what lies beyond the profit margins. The disconnect can sometimes originate from a lost connection to the company’s vision and mission. Many companies may start with a vision to be the most innovative in their industries. 

However, as profits increase and business expands, management may shift focus from its employees further away. Reigniting that connection can start with instilling a deeper sense of the company’s purpose in each employee. 

Go back to why the company exists so that employees will be reminded why they also support your organization. By reminding your staff, the management, and the executives of the motivations behind the company’s establishment, you can rekindle and strengthen your connection with your employees. Ensuring purposeful alignment and decision-making can resonate strongly with your employees, which gives them more reasons to connect, engage, and be one with your vision. 

Engagement Leads to Sustainability 

Profitability is dependent on the continuous proactive participation of your employees. So, welcome employee feedback and productivity, and map out how these contribute to the company overall. Your employees value being heard and knowing that their opinions matter in the grand scheme of the business process. 

Engagement is a mutual decision that takes practice and commitment. Therefore, it is best to build engagement strategies that best fit your company’s work culture to drive sustainability to your business ultimately. 

FOX SEARCH GROUP CAN BE YOUR ENGAGEMENT PARTNER. 

At Fox Search Group, the hiring process does not end with onboarding. Our mission is to cultivate longstanding partnerships. We will listen to your vision and offer the best resource that supports your direction. We are experts at recruiting IT managers and executives from among the best. Connect us today.