Maximizing Employee Engagement: Workplace Diversity

February 6, 2015 Jeff Ford

Employee engagement increases with Workplace DiversityHaving a diverse team definitely has its advantages and affects all aspects of the business. Employee engagement is no exception. Tenure, generation gaps, age, education level, and gender can all impact employee engagement according to the latest Gallup State of the American Workplace Report.

Although it may seem like an impossible task, effectively managing and retaining a team with a diverse background and wide variety of skill sets could be the double edge sword you need to boost productivity and overall business success this upcoming year. According to Gallup, only 30% of American workers are engaged. Of those workers, only 22% are engaged and thriving. Don’t be a statistic. By taking the time to understand your employees’ unique differentiating factors, you gain the ability to tap into their fullest potentials and unlock your business goals for 2015 and beyond.

Now, let’s take a look at some insight pulled from Gallup’s report:

1) Baby Boomers, Generation X, and Millennials

All of these groups reported higher engagement levels when they were able to apply their strongest skill sets to daily tasks. As a manager, it’s important to sort out your employees’ most prominent skill sets and hone in on how they can become more efficient and effective at what they do best. Additionally, these generations also have a stronger sense of connection to company values and mission compared to other generations. They are interested in their purpose within the organization- so think of ways you can reiterate their role and importance as part of the team.

2) Baby Boomers

Baby Boomers report being more engaged when having caring managers who show genuine interest in them as not just employees but individuals.

3) Millennials

They may be the most educated generation in history, but they are also one of the largest groups of “job-hoppers”.  As a manager, find ways to emphasize their importance in the organization. Remember to reward them for their hard work, and better yet- cater to their interests by incorporating game mechanics into your company’s reward and recognition program.

4) New employees

These are workers that have only been with your organization for 6 months or less. They also happen to be more engaged than they will ever be with your company. Take advantage of this time period, for the good of both parties. Consider assigning a mentor to new employees to strengthen and accelerate their first few months of training-this is equally rewarding for the mentor as well. Employee engagement and excitement can be contagious.

Hopefully you can use this valuable information when creating an employee engagement game plan for your organization. As always, it is important to remember that no two employees are alike; each individual is motivated and engaged differently, but these are just a few generalized findings. In addition to these insights, consider adding a supplementary Rewards and Recognition Program for your Employees or Channel Partners. As a manager, rewarding your employees not only shows them that you care, but it has been proven to increase productivity, engagement, and satisfaction levels. When you give, you get back so much more.

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About the Author

Jeff Ford

Jeff Ford is a co-founder of Perks and was the original architect of Perk’s SaaS incentive solution. Since the inception of the company, he has spearheaded the direction of everything from IT to Operations to Finance. He is passionate about technology and how the web has truly changed how we work and motivate our employees, partners and customers. Jeff’s background, prior to Perks, was spent as a solution architect, web developer and as a controller in the distribution and logistics industry. He holds a Bachelor of Business Administration in Accounting, from the University of Central Arkansas. He brings his dog Xee to work every day and considers himself lucky and proud to be a part of such a great team.

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