How to Increase Employee Engagement

Dreading Mondays, working for the weekend, and low-quality work are all signs of quiet quitting—the trend taking the workforce by storm. It’s typically used to describe when workers, rather than quitting, stop taking initiative and do only the work required of them. It’s also a sign of demotivation, burnout, and stress at work, and it’s more common than you might think.

After all, hiring blue-collar talent is harder than ever. To overcome the never-ending load of recruitment obstacles, you need to focus on your current employees, and that means answering some key questions: How can you talk to employees about disengagement before it’s too late? What processes can you use to get a pulse check on their enthusiasm for the work they are doing? And, most importantly, how can you make sure your employees stay motivated and productive at work? 

Enter employee check-ins. Just as the name suggests, they’re a simple way to check in with your employees and track their performance without holding a formal performance review. In a nutshell, they’re one-on-one conversations between managers and employees about a worker’s goals and objectives. They can help managers paint a better picture of what their employees are working on, what issues they’re facing, and what they need to succeed in their roles.

At the end of the day, scheduling regular check-ins with your employees can help you foster engagement, lower turnover rates, and cultivate a people-centric culture. Here’s how to check in with your employees before they check out.

How to Plan Productive Employee Check-Ins

Regular employee performance conversations are key to building engagement. Some organizations hold mandated weekly check-ins, some schedule them every quarter, and others ask managers to hold meetings after every project. Regardless of how frequently you schedule these check-ins, their purpose remains the same: starting the conversation between managers and employees to engage and manage performance.

Think about it: When you maintain an open line of communication between employees and managers, you’ll empower your team to work together to accomplish goals, develop skills, and give feedback. While regular check-ins should feel more informal than yearly performance reviews, it’s still important for managers to plan for productive check-ins. Here’s how to get started.

Respect Their Time

We’ve said it before, but your blue-collar workers deserve respect—and the most important part of scheduling employee conversations is actually having them. Throughout the week, it might be tempting to prioritize other meetings over your employee check-ins. But when you put check-ins on the back burner because “there’s always next week,” you’ll only leave your workers feeling more stressed, disengaged, and disrespected.

You’ll probably need to reschedule check-ins once in a while but don’t fall into the trap of constantly pushing them back. Whenever possible, block off time in your schedule for your employees and do your best to show up on time. 

Create an Open Door Policy

Employee performance check-ins should be a safe space for employees to share their concerns and feedback at work. Whether they’re interested in promotion opportunities or have an issue with another employee, your employees should never feel afraid to voice their concerns.

Even if you’re already having one-on-one conversations with each employee, try digging a little deeper. Ask how they’re managing their workload, if they’re satisfied with the projects they’re working on, and if they need any support. Ask for their honest feedback about the company and how they feel about your management style. When you’re open to feedback (and take steps to resolve issues), you’ll create a positive workplace where employees feel comfortable speaking their minds—and that can go a long way in preventing disengagement.

Give Your Team Autonomy

The best managers are coaches, not dictators. In other words, during most check-ins, you’ll need to spend more time listening than talking. Whether an employee feels dissatisfied with their workload or they’re struggling with burnout, don’t just jump in with a solution. Instead, help them determine the best course of action for them. Ask questions that guide them to the right answer, empathize with their issues, and invest in their well-being.

When you let employees work toward a solution on their own terms, you’ll support their development and help them stay engaged in their work. Don’t be afraid to switch it up once in a while, either. If you have a senior caretaker who’s on the brink of burnout, ask them if they’d be interested in a mentoring program or attending a seminar on home care trends. Just make sure you’re not adding additional stress—ask them what they want to work on and take it from there.

Ask What You Can Do Better

When it comes to employee check-ins, self-awareness matters. Not only do your employees need to be aware of their performance, but you need to find out what you can do to make their lives easier. If you’re managing a bigger team, you’ll find that every member has a different style and personality—and you’ll need to tweak your management style to get the best out of them.

By asking what you can do better, it’ll be easier to build a strong working relationship with your team. Be sure to ask team members if they have the appropriate resources to complete their projects, if they need any extra support, or if they’re feeling overwhelmed by their workload. If the majority of your team is feeling stressed or burnt out, then it’s probably time to rethink your expectations.

Always End on a Positive Note

Whether you’re having a tough one-on-one conversation with a disengaged worker or denying a promotion, don’t underestimate the power of ending on a positive note. You don’t need to boost your employee’s self-esteem with false praise, but you can get people from good to great if you can keep them motivated and optimistic at work.

Next Steps: Measuring Employee Engagement

You already know that engagement is vital, but what does it really look like? Is it feeling happy at work? Or feeling satisfied with your workload? In a nutshell, it’s the emotional commitment your employees have to your organization. But it’s much more than feeling motivated or satisfied at work, and leaving other factors out of the equation can make it harder to identify disengagement when it arises.

When you commit to improving engagement, you’ll show employees that their well-being matters and you’re making a conscious effort to make sure they’re happy at work. So, how should you measure engagement? Here are the pieces you need to complete the employee engagement puzzle.

Feedback

As you might’ve guessed, feedback plays an important role in engagement. During your one-on-one conversations, let your employees know where they can improve. This way, you’ll reduce the risk of confusion, poor-quality work, and even impostor syndrome on the job. Great feedback can help you guide employees in the right direction and support their professional development.

To measure feedback, you might ask the following questions:

• How specific and actionable is the feedback you receive?
• Are you satisfied with the frequency of feedback from your managers?

Recognition

It’s difficult for employees to stay committed and motivated when their hard work goes unnoticed by their peers and managers. Sometimes, this lack of recognition isn’t intentional—and it’s easy to take your hardest-working employees for granted during busy periods. With that said, taking the time to recognize your employees, especially during busy periods, can make them feel valued and drive engagement.

To measure recognition, you might ask the following questions:

• How often do you receive recognition from your manager?
• Is the recognition meaningful when you receive it?

Alignment

With quiet quitting on the rise, it’s more important than ever for workers to feel aligned with their company’s mission and values. When employees understand what they’re working toward and where their organization is headed—and when they’re a good fit with your company culture— they’re more likely to be satisfied and productive at work.

To measure engagement, you might ask the following questions:

• Do you feel motivated by your organization’s mission and values?
• On a scale of 1-10, how meaningful is your contribution to the company?

Don’t Wait Until It’s Too Late

Ultimately, regular employee check-ins can help companies ensure clarity, provide support, and give workers the resources they need to succeed. Sure, finding enough time in the day can be a major obstacle for some managers, but it’s important to remember that check-ins are time well spent. Plus, they’ll pay off in the long run for managers, employees, and the company as a whole.

When you’re ready to take employee engagement to the next level, we’re here to help. Download our self-audit checklist and schedule a discovery call to keep your workers feeling motivated and engaged at work.