Does Your Employee Engagement Need a Little KISS?

G’day, G’day!

Extrinsic rewards have long been a popular tool to drive engagement, in part because of their simplicity, but if that is your strategy then you need to KISS it goodbye. Intrinsic employee engagement doesn’t have to be a complex strategy. It’s time to get back to basics with practical essentials that will enhance employee engagement without relying on extrinsic rewards. That’s right, Keep It Simple Stupid.

Most relationships don’t start with an engagement ring. Yet we often approach employee engagement by diving all in on with a huge investment, down on one knee. So, it’s understandable that some organisations get cold feet at the thought of such a big commitment and instead do nothing.

So, I thought I’d help you out with my peck-on-the-cheek list of things that will help you create amazing employee engagement without the need for a big budget or complex strategy.

• Communicate – Don’t be a wallflower.
• Let Go – Relationships require trust.
• Appreciate – Gratitude sweetens even the smallest moments.
• Progress – Together we grow.
• Culture – Positive behaviours repeated.

Communication – Don’t be a wallflower.

Let’s start with the first building block; communication. Clear, open, and honest communication serves as the foundation for fostering employee engagement. Organisations must prioritise open channels of communication, ensuring that employees are informed about company goals, initiatives, and updates. By providing this context and purpose it helps employees feel more connected to their work, leading to higher levels of engagement. So, without meaning to tell you to suck eggs, regular team meetings, one-on-ones, and feedback mechanisms are simple but beautiful ways to promote effective communication.

When it comes to feedback it should be regular, constructive, and two-way. Feedback is vital for employees to understand their performance so they can grow and improve. Providing timely, genuine, and meaningful feedback, both positive and developmental, enables individuals to make informed adjustments and progress in their roles. It is also important to provide ways for employees to provide feedback. This helps them feel heard and empowered and, on that note…

Let Go! – Relationships require trust.

As a leader, you are no doubt carrying a few monkeys on your back so by giving some empowerment and autonomy you are not just helping others you are helping yourself. Empowering employees to make decisions and giving them autonomy over their work will significantly boost engagement levels. Providing opportunities for individuals to take ownership of projects, express their creativity, and contribute their unique perspectives instils a sense of value and fulfilment. Offering autonomy within defined parameters (freedom within boundaries) and providing resources and support enables employees to become more invested in their roles, leading to increased engagement. So get that chimpanzee off your back and start empowering people. Both you and your employees will appreciate it. Speaking of appreciate…

Appreciation – Gratitude sweetens even the smallest moments.

Now that you have empowered employees it’s time to reduce the emphasis on the reward in R&R and shift the focus to recognition and appreciation or as the quote from Roy T. Bennett

goes – “Pursue what catches your heart, not what catches your eyes.” Genuine recognition and appreciation are crucial. A simple act of acknowledging employees' efforts and achievements can have a profound impact on their motivation and job satisfaction. A simple way to create a culture of appreciation is through peer-to-peer recognition, a humble thank-you note, or a public acknowledgment. All these actions can help foster a positive work environment where employees feel valued and supported.

Progress – Together we grow.

At the risk of sounding like a broken record, employees need to have a sense of progress, and nothing helps them feel that more than professional or personal development opportunities. Investing in the growth and development of employees is a sure way to enhance engagement. Providing access to learning resources, training programs, and mentorship opportunities demonstrates a commitment to an employee's long-term success. By aligning employee career and life aspirations with organisational goals, organisations can create a sense of progress, increasing employee engagement. Some other ways to achieve this is by offering growth opportunities such as stretch assignments or cross-functional projects that can positively challenge employees and keep them engaged by broadening their skill sets. Like in life’s relationships, where we want to be with people who want to see us grow, the same applies to employees.

Culture – Positive behaviours repeated.

Creating a positive work environment is essential to employee engagement. Encouraging collaboration, trust, and respect among team members helps create a sense of belonging and satisfaction. Focus on work-life balance, flexibility, and employee well-being initiatives further contribute to a positive workplace sentiment. And small gestures like celebrating milestones, team-building activities, and social events can also play a significant role in fostering camaraderie and a sense of community. But the number one way to create a positive work culture is by doing the little things… over and over and over again. Culture is a set of behaviours repeated. It’s that simple. You want a positive culture? Then take some time to identify the little things that need to be repeated each day until they are habits.

The Wrap Up

Employee engagement can’t rely on or be sustained by extrinsic rewards but so many organisations go there because it seems uncomplicated and is easy to see. Employee engagement also doesn’t need to be complicated. There’s a misconception that employee engagement must be this big complex strategy. Sure, a solid stratagem, timeline and budget are going to help, but I hear from so many organisations who never get started because that big plan looks too colossal to take on when there is so much else in the pipeline. It doesn’t have to be massive. If you are wondering where employee engagement starts, then remember it starts with a little K.I.S.S. Get back to basics. Effective communication, empowerment, appreciation, professional and personal development, a positive work environment, and meaningful feedback are all essential components of a holistic approach to employee engagement. They are a solid blueprint that requires little to no budget. So what are you waiting for?

Found this helpful or know someone who should read this? Feel free to share, or have I missed any basics that are worth having a little smooch with? Let me know.

As always and until next time

Hooroo ??