What do you do if your employee engagement is low in Staffing Services?

Start by having open and honest conversations with team members to understand the root causes of low engagement. Rather than assuming you know the reasons, actively listen to their concerns and experiences. For example, you might discover that employees feel disconnected due to remote work arrangements, lack of career growth opportunities, or unclear expectations

Start from the root, and avoid bias. Simple words but sometimes difficult to translate. Encouraging the staff to tell the real deal but also to set the expectation. Do the feedback from the staff is really need or just something they want.

Collaboratively set meaningful and achievable goals with each team member to reignite their sense of purpose and motivation. For instance, if an employee expresses a desire to enhance their skills in candidate sourcing, you could set a goal for them to attend relevant training sessions or lead a project focused on innovative sourcing strategies

Empower team members to take ownership of their work and contribute ideas for improving processes and workflows. Encourage creativity by giving them the freedom to experiment with new approaches. For example, you could establish a suggestion box where employees can submit ideas for enhancing efficiency or improving team collaboration. I also ask my team members at every meeting for their opinions. It gives them a sense of belonging.

I think this is a given. Lead by example by demonstrating empathy, transparency, and appreciation for diverse perspectives.

Regularly solicit feedback from team members on their level of engagement and satisfaction. Use anonymous surveys, one-on-one check-ins, or focus group discussions to gather insights into their experiences and identify areas for improvement. Remember that addressing low engagement requires ongoing effort and commitment, so be prepared to adapt and evolve your strategies based on feedback and changing circumstances.