How to Keep Employees Engaged in a Stay at Home Jobs (Work From Home)

Stay at Home Jobs? 67 of 100! That was the score I got from my team on June 21, 2021.

In part, this was because of the pandemic. We had all been working from home for more than a year at this point. I thought I was a good manager and was doing well with my team. Well, the numbers told a different story, so I quickly got to work and did my best. Still, I was determined to find out how I could improve.

Take a look at November 21, 2021. When we hadn’t yet gone back to the office, we saw that the employee engagement score had gone up to 96!

Some ideas and what I did to improve my employee engagement score will be shared in the following few sections, so read on to learn more. This might help you, too, as you work to make your employees happier.

Stay at Home Jobs

How Do We Measure Employee Engagement?

Intuit runs a Pulse survey twice a year to determine how happy their employees are. This score is part of the survey. It’s a chance for everyone who works for the company to give feedback and suggestions about their engagement, work experience, and thoughts about the company. It helps us as leaders to figure out what’s going well for our employees and what needs to be done.

It’s up to the employees to rate these statements true or false.

  • “I’d recommend Intuit as a great place to work.”
  • “How satisfied are you with Intuit as a company?”
  • “I am honored to work for Intuit.”
  • “I rarely consider looking for work at a different company.”

What Factors Contribute to Increased Participation?

When I saw these statements, I started to think about what I could do to help my team be more excited and motivated. I came up with a few categories that I wanted to work on.

Meaning and Impact

Your employees want to feel that their work is essential and makes a difference. A study by Dan Ariely found that people who see the results of their work are more likely to keep going.

Respect and Recognition

Your employees want to know that you care about them and that you want to show them how much you appreciate them. We can deal with it if we think we can handle a stressful situation. This is what a study at Harvard University found. So, giving your employees praise and recognition makes them more likely to work hard to solve any problems they have, whether they are technical or because of a unique situation, like the pandemic.

How it feels to be respected by others makes us feel better about ourselves and more confident.

Development

Your employees need to know that working at your company is suitable for their jobs. They want to know that there is a way to get more experience, knowledge, and chances to move up in the company. If they don’t think their career goals are being met at the company, they’ll look for a new job.

How Can Managers Increase Employee Engagement?

Here are some tips and important things I learned. They are essential no matter how you work, but they become even more critical when you work from home.

Genuinely Care for Your Workers

Our well-being was easier to see when we were all together at the office. A bad day could be seen by being near someone with one. In other words, when we live in different places and can only see each other through Zoom, it’s easy to forget that we are social creatures who need more connection.

There are many other things you can talk about with your team during one-on-ones. First, find out how they are doing and whether they need help with any complicated things at home.

People on the team should have regular meetings to share any news that is important to the group. But don’t stop there! Please encourage them to talk about what’s going on in their personal lives to get to know each other better as a team.

Constant Feedback

Whether they’re doing a good job or need to improve, your employees want to know. But you can’t just assume that they know what you think about their work because they might not. Be very clear with them in your one-on-one meetings, and give them a lot of feedback all the time.

It’s one of the ways I like to think about things. SBI stands for Situation, Behavior, and Impact. Using this method, you start by describing a situation, including where and when an accident took place. Then you go on to the behavior and reasonably explain your employee’s actions. Finally, you talk about what happened as a result of that behavior. This method is suitable for giving constructive and objective feedback.

Stay at Home Jobs

Recognize Your Employees’ Accomplishments

Your employees want to be respected and recognized for doing good work, as we said before. Many companies have a yearly performance review process that leads to a raise or promotion based on how well they do. There is no need to wait for a review to show your team how well they did.

Try a few other things:

  • A word of kindness. Sometimes, that’s all you need. At the first sign of an employee behaving in a way that you want to see more of, speak up and tell them about it. The SBI method above is an excellent way to give this kind of feedback.
  • Intuit has a Spotlight program that lets any employee send money-equivalent rewards to a coworker who did a good job. These rewards can be turned into coupons and vouchers. To reward someone before the end of the year is a great idea.
  • Employees want to know that they can grow in their jobs. This means that they will do more and have more power. Giving them new chances shows that you trust them.
  • Introductions to everyone in the company It’s an excellent way to show that you trust and value your employees if you let them talk to higher-ups or meet people from other teams.

If you’re unsure what recognition means to your employees, ask them. Surprise: You might learn something that shocks you.

Be Flexible

One of the best things about working from home is how flexible it is. The manager should keep this in mind. For one-on-one meetings and other team meetings, it’s OK to set up specific times for them. But let your employees decide when they want to do the work. You don’t need to care about how they spend their time; you only need to care about what they do.

Work-life Balance

This one might be hard for you to control, but Gallup says that when employees work from home and work with their coworkers, they become more engaged. If you can, let your employees come together and bond as a team while also giving them the option to work from home.

Conclusion

So, is your team excited and motivated, or not? Do you know how your employees feel about working for your company and what you can do to make them happy? What have you done to keep them interested while working from home? This is where you can tell us what you have to say.

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