Five top tips to keep your employees engaged and motivated

With the estimated cost of losing a key employee standing at £30,000*, can you afford not to keep your employees engaged? It’s no secret that engaged and motivated employees are productive employees. And with UK productivity falling behind other western countries, it’s time to give employee engagement more of the spotlight.

With this in mind here, are five top tips to get you started…

1.    Have a tailored benefits package to suit your workforce. Everywhere we go, we expect choice, convenience and a personalised experience, and employee benefits are no different. Get to know the people that work for you and find out what they like, that way you’ll design the best package for them.

2.    Acknowledge employees who ‘go the extra mile’. Employees want to be recognised for their hard work, and often it’s something as simple as a ‘thank you’. Make sure you have a variety of rewards too - big or small they can make a big difference to morale.

3.    Communicate with your employees effectively. Having good two-way channels of communication at company, team and individual level is crucial. Helping your employees understand their role in company performance and how they can contribute will create a sense of inclusivity.

4.   Set clear objectives.  The objectives of your employees should align with those of the business. That way, there’s a greater connection between an individual’s actions and company performance.  

5. Be flexible.  We all strive for that perfect work-life balance. Allow your employees a degree of flexibility around their role. For example working from home, or changing their hours to fit around family commitments, study, or phased retirement will make them feel more valued.

You don’t necessarily have to use these five tips and you may feel there are other options better suited to your company, but having key areas to focus on can help you develop a happy workforce.   

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An engaged workforce is the gift that keeps on giving - it can improve morale, boost productivity and create a better working environment. Your employees will feel valued and motivated, and genuinely know that they contribute to the overall success of the company they work for.

*According to Recruiting Times, it costs the average company over £30,000 to replace a key member of staff - you can lose £5,000 during the recruitment process, and once you’ve found them, you’ll need roughly £25,000 to get them up to speed.

3 steps for effective employee recognition

Reward and recognition is fast becoming embedded in many companies’ cultures, so if you don’t offer reward and recognition, you really should! It’s no longer just a nice thing to do for your employees, it’s a communication tool that rewards positive behaviours and, if used properly, maximises engagement and motivation in the workplace.

In a highly competitive job market, where talented employees are beginning to ask the question, “What’s in it for me?”, prioritising reward and recognition  can really help you stand out from the crowd.

So, if you think your company would benefit from a Reward and Recognition programme, or if you already run one we’re here to help.

Make reward and recognition a part of your company culture

It seems logical that most employers would want to recognise their employees for doing a good job but, for many, a Reward and Recognition programme doesn’t form part of their employee engagement strategy and is simply seen as a nice to have – which is an opportunity missed.

It’s not a one-size fits all approach. Any Reward and Recognition programme should have a clear objective, closely aligned with the core values of the business. It doesn’t have to be expensive either, not all rewards are financial or tangible – simply taking the time to say ‘thank you’ can be just as effective. You can take this to the next level with staff engagement events – when it comes to thanking your staff, the sky’s the limit!

You may be reading this and thinking ‘this is all very well and good, but I just haven’t got time to devise and implement a Reward and Recognition programme’. It needn’t be a huge, time consuming undertaking. Just set aside a small amount of time each week, and just achieve as much as you can in that time. You’ll be surprised how much you can get done. Alternatively, just give your employee benefits provider a call – they should be able to pick up any jobs you don’t have the time to do – no matter how small.

3 steps for effective employee recognition

Like any employer tool, implementing an effective Reward and Recognition programme takes work and there will be challenges along the way – mainly to the ‘bottom line’ and trying to keep everyone happy when choosing the right rewards.

If money is a concern, you could start by simply offering ‘recognition’, and once it’s embedded in your company culture, you could look to enhance with rewards – with or without a monetary value.

With that in mind, here are three simple steps to make sure your programme is a success:

1.     Create a culture of recognition – Simply put, this means Reward and Recognition is embedded in everything you do, from staff training and brand values, to company culture. A clearly-communicated, easy-to-understand means of recognising your employees will really pay off: you get the actions and behaviours you want to see the most, and your employees see themselves as effective contributors to the success of the business.

2.     Stick to it – It’s all very well saying you want to create a culture of reward and recognition but it needs commitment and consistency from everyone to make it work. Build this into your manager training, and get into the habit of celebrating success so that employees can really see the benefit of the programme.

*This is especially important, as it’s vital to have a uniform approach across the business – not different interpretations of what warrants recognition and/or a reward

3.     Choose the right rewards – Often employers can be put off by the thought of having to part with money in the form of financial rewards but this doesn’t have to be the case. An extra day’s holiday, a sought-after car parking space or an on-site event could all be given as recognition to a team member for minimum outlay. Things like e-cards - or even a simple ‘thank you’ - can also go a long way to making an employee feel valued. It’s important to remember that the timings of these rewards is also crucial. Recognition should be given as quickly as possible, so as not to seem like an after-thought.

If you use these steps as the foundation for effective employee recognition, you’ll hit the ground running. Find the approach that works best for your employees and make this the year of reward and recognition.

If you’re still unsure how to get started, ask your employee benefit provider to help. They’re experts in Reward and Recognition, and will be able to offer plenty of helpful advice. If you’re a Computershare client, feel free to get in touch at salary-extras@computershare.co.uk