Written by: Jackie Brennan, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Are you tired with the constant chatter about 'engagement'? Do you dismiss it as an airy-fairy term with negligible real-world influence? Or maybe you’re wondering what it all means? If so, you're not alone.
Imagine this scenario: You enter your favourite restaurant, instantly greeted by the warm ambiance, inviting aromas, and a receptionist who recognizes you. They remember your favourite table, the staff asks about your day, and they tailor their recommendations to your tastes. When you return, the personalized service improves, enhancing your overall experience. Now apply this scenario to your team. Recognise their names, understand their ambitions, create a sense of belonging, and observe the transformation. They become more invested, motivated, and willing to go the extra mile. Still sceptical?
What if I told you that companies with highly engaged employees see 23% higher profits.
Engagement isn't a fanciful concept; it's a practical approach with tangible benefits. Yet, alarmingly, the Gallup State of the Global Workplace: 2023 Report reveals dismal engagement scores;
13%in the UK and Europe,
32%in Australia and New Zealand, and
31%in USA and Canada.
So are you ready to construct engagement in your company? Then let’s begin.
The spectrum of engagement
Engagement in the workforce spans a spectrum, from thriving employees to those subtly("quiet quitting") or openly disengaging ("loud quitting"). Thriving employees are crucial to an organization. They exude dedication and passion, constantly pushing for excellence and seeking growth opportunities. Subtle disengagement, or "quiet quitting," can be seen in employees whose fading enthusiasm and reduced effort hint at waning motivation. The impact of such subtle disengagement, while initially unnoticeable, eventually affects the team's performance and dynamics. Open disengagement, or "loud quitting," is evident in employees who vocalize their dissatisfaction and consider leaving their job. This attitude
can disrupt the team and degrade morale, affecting the team's productivity and motivation. Recognising these engagement levels is crucial for early intervention and strategy implementation to foster a thriving workforce. The following are seven steps to building a robust, engaged workforce.
1: Establish effective communication channels
Effective communication is the foundation of engagement in any industry. Open and transparent communication channels foster trust, collaboration, and a sense of belonging among the workforce. This also includes encouraging feedback and suggestions from employees making it clear that their opinions matter and that their feedback is valued.
And of course, act upon their suggestions whenever possible, showing that their contributions are taken seriously.
2: Promote employee well-being
Creating a safe and supportive work environment is vital for engagement and the overall well-being of employees. You will also be demonstrating your commitment to your employees’ welfare. Recognize the importance of work-life balance and implement policies that enable employees to maintain a healthy equilibrium between their professional and personal lives.
3: Recognise and reward achievements
Recognising and rewarding achievements is a powerful way to motivate and engage. When employees feel valued and appreciated for their hard work, they are more likely to stay motivated, perform at their best, and take pride in their contributions. This can be through a formal employee recognition programme but never underestimate the value of a heartfelt ‘thank you’ and other informal means of rewards and recognition.
4:Foster professional growth and development
Investing in professional growth and development not only enhances employees’ skills but also demonstrates a commitment to their long-term success and well-being. Encourage employees to pursue certifications and education and support career progression through mentorship programs
5: Promote a collaborative and inclusive culture
Encourage employees to work together, breaking down silos and promoting cross-department collaboration. Emphasize the importance of collective goals and the value of pooling diverse perspectives and skills to achieve success.
Promote diversity by implementing inclusive hiring practices, establishing diversity and inclusion committees, and providing diversity training for all employees.
Encourage open dialogue, active listening, and constructive feedback. Emphasize the importance of treating others with respect, regardless of their position or background.
6: Empower employees with autonomy
Delegate responsibilities and encourage employees to make decisions. Provide clear guidelines, resources, and support, and then trust your employees to take ownership of their tasks. Allow employees to take ownership of their work by involving them in the decision-making process. Encourage them to contribute ideas, provide input, and actively participate in shaping projects and initiatives Foster an environment where new ideas are welcomed and celebrated, even if they initially seem unconventional.
7: Embrace an unconventional approach
Consider introducing ‘Creative Friday’s’ or a similar concept where employees are given dedicated time to work on personal projects that align with their passions or interests. Organise team-building activities outside the traditional work environment.
Challenge the status quo and encourage employees to think outside the box. Create a safe space for sharing unconventional ideas and solutions.
Defy the doubts
It’s natural to have doubts about the impact of engagement. You might secretly wonder if it's all just a bit too soft, too fluffy to make a tangible difference. But let me take a moment to acknowledge and validate your concerns. You may be thinking, ‘Will engagement really help us meet those tight deadlines? Can it truly boost our bottom line? And what about the tough exterior we've built, the resilience that defines us in this industry?’ I get it. It's a valid concern, and you're not alone in having these doubts. But here's the thing – engagement isn't about sacrificing toughness or compromising results. It's about harnessing the untapped potential within your workforce, creating an environment where everyone thrives. It's about fostering a culture that fuels motivation, cultivates collaboration, and propels your team to new heights. Think of it this way, when you engage with your workers, when you take the time to know their names, their aspirations, and their unique contributions, something incredible happens. You unlock their full potential. You unleash a level of dedication, loyalty, and innovation that can't be achieved through a purely transactional relationship. By implementing the seven steps to construct engagement, you're not just investing in your employees’ well-being; you're investing in the long-term success and prosperity of your construction company. You're creating a workplace where individuals feel valued, where their voices are heard, and where they're inspired to give their all.
Just imagine the possibilities – it's a recipe for a thriving and resilient construction team.
So I urge you to set aside any lingering doubts and embrace the power of engagement. The benefits are immense – increased productivity, improved performance, enhanced well-being, and a workplace where everyone feels valued and motivated.
Together, let's construct engagement and reshape the future of the construction industry.
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Jackie Brennan, Executive Contributor Brainz Magazine
Jackie Brennan, the Construction Wellbeing Catalyst, is an international speaker, sought after coach, trainer, CEO and Founder of Construction Wellbeing. After working in construction for 39 years, from the ground up to the board table, Jackie knows what it takes to build a construction company that really thrives. She also knows where the gaps are. Jackie literally turned her life upside down after she realised that whilst she loved her job, she also wanted something more from her work. Instead of returning to a corporate job she decided to take on a new purpose and direction by sharing a different perspective on mental health. Today, through speaking and coaching, she challenges current thinking and se
