What do you do if employee engagement is low in Program Coordination?

1 Assess the situation

The first step to improve employee engagement is to understand the current state of your team and the factors that influence it. You can use various methods to gather feedback from your employees, such as surveys, interviews, focus groups, or observation. Try to identify the strengths and weaknesses of your program coordination processes, the level of satisfaction and involvement of your team members, and the areas that need improvement or support. Be open and transparent about your intentions and goals, and encourage honest and constructive responses.

2 Set clear and realistic expectations

One of the main reasons for low employee engagement is the lack of clarity and alignment on the program objectives, roles, and responsibilities. To avoid confusion and frustration, you need to communicate clearly and frequently what you expect from your team and what they can expect from you. You also need to ensure that your expectations are realistic and achievable, and that they match the skills and resources of your team. You can use tools such as SMART goals, RACI matrices, or Gantt charts to define and track your program coordination deliverables and milestones.

3 Provide feedback and recognition

Another key factor for employee engagement is the sense of appreciation and value that your team members feel for their work and contributions. To foster this, you need to provide regular and specific feedback to your team, both positive and constructive. You also need to recognize and celebrate their achievements and efforts, both individually and collectively. You can use various forms of recognition, such as verbal praise, thank-you notes, awards, or incentives. However, make sure that your feedback and recognition are genuine, timely, and relevant.

5 Support learning and development

Employee engagement is also influenced by the level of challenge and growth that your team members experience in their work. To stimulate their interest and motivation, you need to support their learning and development needs and aspirations. You can do this by providing them with access to training, coaching, mentoring, or other resources that can help them improve their skills and knowledge. You can also offer them opportunities to take on new tasks, projects, or roles that can challenge them and expand their horizons.

6 Address well-being and work-life balance

Finally, employee engagement is also affected by the well-being and work-life balance of your team members. To prevent stress, burnout, or dissatisfaction, you need to address their physical, mental, and emotional needs and concerns. You can do this by providing them with a safe and comfortable work environment, flexible and reasonable work arrangements, adequate breaks and vacations, and support services or programs. You also need to respect their personal and family time, and encourage them to take care of themselves and their health.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?