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Tips for creating engaged employees : 22 Nov 2012

Recent news from Seek is that 74% of Australians are interested in information about employment opportunities. "Our recent SEEK Jobseeker update research reveals that whether or not they are actively applying for roles (26% active) or monitoring the market (48% passive) the one thing they have in common is that they are all interested in what you have to say."
This is great news for HealthyPeople advertisers, as ALL our ads are posted to thousands of industry specific 'passive' candidates on our database.

Speaking of which, please check out who's been accessing our database (below) - more than double the number of employers from last week! Are you networking with great local candidates as they arise or waiting for the emergency before you start recruiting?

Once you've got them, the next thing is to keep them, following are some tips...

Pay is important, but it only goes so far.

Higher wages won’t cause employees to automatically perform at a higher level. Studies show repeatedly that commitment, work ethic, and motivation are not based on pay.

If you want an employee to truly care about your business, make use of the following:

1. Latitude (or Freedom). Providing some autonomy and latitude breeds engagement, satisfaction and even innovation. Even heavily systemised positions have room for different approaches. Whenever possible, give your employees the freedom to work they way they work best.


General Manager needed at Plus Fitness 24/7
Opening soon in Alexandria! This Full Time role offers a
broad range of structured support, ongoing training,
professional development and career advancement
opportunities. [more]


2. Targets. Goals are fun. Everyone is at least a little competitive, if only with themselves. Targets create a sense of purpose and add a little meaning to even the most repetitive tasks.

Without a goal to shoot for, work is just work. And work sucks.

3. Mission. We all like to feel a part of something bigger. Striving to be worthy of words like "best", "largest", "fastest" or "highest quality" provides a sense of purpose. Let employees know what you want to achieve, for your business, for customers, and even your community. And if you can, let them create a few missions of their own. 

4. Expectations. While every job should include some degree of latitude, every job needs basic expectations regarding the way specific situations should be handled. When standards change make sure you communicate those changes first. When you can't, explain why this particular situation is different, and why you made the decision you made.

5. Input. Everyone wants to offer suggestions. Deny employees the opportunity to make suggestions, or shoot their ideas down without consideration, and you create robots.

Robots don't care.

Make it easy for employees to offer suggestions. When an idea doesn't have merit, take the time to explain why. You can't implement everything, but you can always make employees feel valued.


Club Manager role - EQHF in East Doncaster
Your sales management experience as well as your ability
to motivate, lead and organise a team will see you win
this much sort after position. [more]


6. Connection. Employees don’t want to work for a paycheck; they want to work with, and for, people. A kind word, a short discussion about family, a brief check-in to see if they need anything... those individual moments are much more important than meetings or formal evaluations.

7. Consistency. Most people can deal with a boss who is demanding and quick to criticise... as long as he or she treats every employee the same. While you should treat each employee differently, you must treat each employee fairly. (There's a big difference.)

The key to maintaining consistency is to communicate. The more employees understand why a decision was made the less likely they are to assume favouritism or unfair treatment.

8. Future. Every job should have the potential to lead to something more, either within or outside your company. This includes taking the time to develop employees for jobs they someday hope to fill?even if those positions are outside your company. (How will you know what they hope to do? Try asking.)

Employees will care about your business when you care about them first.

Which is probably sound advice for any relationship.

Have a great week,

Dennis Hosking
Managing Director - HealthyPeople
A tailored version of an article by Jeff Haden.


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