If you have workers in your organization, you need to be concerned about employee engagement. Making certain that your workforce is engaged and happy with the organization is imperative if low attrition and good productivity are to be maintained. What can you really do to retain your employees and keep their engagement high?

Good employee engagement is not only about giving extra holidays, higher wages and some beanbags into the canteen. Businesses that excel at engaging their workers take this aspect very seriously and will invest both money and time to ensure their workforce want to come to work and are contended when they get there.

Promoting great engagement levels certainly help boost loyalty and can help make sure that they workers stay within the company for long. When employees feels engaged and valued, they are more likely work harder and be more productive.

Some vital steps that you can take to boost employee engagement are:

• Survey Your Workforce, as what they think and quantify it. By having a base to work on you can measure increase in employee management very easily. Surveys will also help throw up areas that may require improvement that can oftentimes be less obvious.
• Communicate with your employees. Good communication in both directions is very healthy and goes towards helping the workers feel that their point of views is considered worthy. Workers who are engaged into the decision making processes are more likely to take the ownership and get behind their decisions.
• Have good fun at work and make it a place where you want to be at. No one prefers to be in a company who has a very dull image. People will not stay where they feel dull and feel unhappy working there.
• Be the best and not just average. When it is about looking after employee based organizations that offer terms and conditions which are market leading tends to be the ones that have very big engagement scores. Settling for the industry average on holiday entitlement, perks, pay means that more than half of your rivals can offer a lot more. Be the leader and you will be able to attract more and the best talent and also retain them.
• Inquire those who leave the organization where it actually went wrong and what went good. Leavers just leave mostly for a reason. It could be lack of prospects, pay rate, or the job was not meant for them but there is always a reason. Conducting exit discussions can help mine details which can be further used to improve things for the employees who stay back.

Investing in great relations certainly help reap rewards via increased level of retention along with more productive workers.