1. Implement a reward structure. “Employees are going to inevitably repeat behaviors for which they are rewarded,” wrote Mr. Jarrett. It’s important for organizations to find balance between their goals and reward structure. Try to promote behaviors that will reward employees and allow them to achieve those organizational goals.
2. Provide immediate, on-the-job feedback. This information should be provided in a way that lets employees identify the behavior while they’re performing it. “It’s important for supervisors to really observe their employees to make sure that they’re identifying positive and negative behaviors and intervening immediately to identify what they did right, what they did wrong, and what they may be able to do the next time to improve that behavior,” wrote Mr. Jarrett.
More Articles on Employee Engagement:
11 Drivers of Employee Engagement
3 Reasons You Need to Include Employee Engagement in Your Lean Improvement Efforts
Employee Engagement No Longer a “Soft” Science: 3 Steps to Cultivate More Committed Employees
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