Tulsa Medical Staffing | Ways To Encourage Employee Engagement

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You are listening to Trinity, employment’s a player matchmaker podcast, starring your host, and the co-founder of Trinity employment specialists, Cory Minter.

Hello, welcome back to the A-player matchmakers, where we’re always trying to find different ways to add value to job seekers and employers. And the title is pop podcasts are different ways to encourage employee engagement. Um, and the reason that this topic is important is that companies lose ridiculous amounts of money every year, due to employee engagement. I’m sure that some of you guys have gone to a company before where employee engagement just was not high on, I was walking into a fast-food restaurant. Um, I think that it was burger King. It was like three or four weeks ago with our amazing Tulsa Medical Staffing services. I, I feel even bad saying that I walk into Burger King because I really try to keep it, keep very fit and eat properly. But man burger King’s burgers, I just, I just like them. For some reason, they, they, they taste like they’ve got a smoky type flavor to them and I liked that.

So I go in there and get the, I get these burgers, this a sandwich and Holy smokes was the atmosphere. They’re horrible. I mean, do you know what I’m talking about? I’m talking about really bad. I mean, these people could, they literally look like they would spend more time caring less than they would be caring about how the top of a job that they’re doing or whether or not anything that we have for your Tulsa Medical Staffing needs. Um, it goes well for me as a customer, I mean, it is so bad that I literally wonder what could the food be like here and the entire time that I’m eating the hamburger that I get, I’m thinking I’ve just got this in the back of my head. And many businesses have this type of culture. It’s really such a hindrance to employers, especially if you don’t address it. And so, um, keeping employees engaged really, really important.

I’ve got a few, a couple of quotes here, one by Stephen Covey and one by Zig Ziglar, Stephen Covey says, always treat your employees exactly as you want them to treat your best customers. I think that’s very true. Um, you know, my, my mentor, uh, has, has one of his employees really, really wearing him out. I’m in treating him horribly and it’s not always easy to treat your employees the way you do your best customers, um, because of the way that they treat employer employers sometimes. Um, and we’re talking about like this guy’s really great to his employees with great Tulsa Medical Staffing today. All of his employees say so, um, but there, there is a particular situation that’s creating it. But Zig Ziglar says research indicates that workers have three prime needs. One interesting work to recognition for doing a good job. And three being led in on things that are going on in the company.

And so these are some things that Zig Ziglar says can really help, but because having a successful business, it’s every entrepreneur’s dream companies emphasize employee engagement and with an engaged staff of employees, you really, you lower your risk of tone turnover. You boost your customer satisfaction naturally, and you increase your company’s overall chance of success. It’s really not the service you provide. It’s the people that provide the service. And I’ve learned that neither you nor your employer, employees can force employee engagement. It has to be ingrained in your business and it takes a lot of time. So here are some things that you can do to help that when it comes to the best Tulsa Medical Staffing. Number one, don’t skip the onboarding and training process. If an employee doesn’t have a handle on the responsibilities, it’s going to be very difficult for them to get ramped up. They’re not going to be engaged. They’re going to feel defeated.

Um, instead they’re going to be confused and frustrated and they’re going to be rushing to try to catch up, which leads to disengagement and just frustration and employees who can master their workload faster. They’ve just got a better shot at taking pride in what they do. And when they see that people are out there trying to help them out, not just throwing them out there to the wolves, it just changes their, their overall, their overall experience. Um, onboarding, and training. New hires are some of the most important steps that you can take to make sure that employees are gauged at work and Sherm the society for human resources survey, um, reported that one-third of new hires left their job for the most amazing level of Tulsa Medical Staffing today. After only six months, you’ve got less than six months to get employees engaged in their position. Walmart says that if somebody comes in and works as a cashier at $11 an hour and they resign or leave before three months, Walmart considers that an $11,000 loss and that’s just off a cashier.

And for most employees, onboarding and training is also the time that they begin to bond with coworkers and develop connections with the company. And studies have shown that the more friends employees have at work, the more engaged they’re going to be. And one study found that only 28% of employees with no friends at work were engaged versus 69% with 25 friends or more. And one boarding really encourages these friendships to begin to blossom. Number two, set company goals. One of the things that I’ve learned with employees in managing employees myself, is they need to know when they’re winning and they need to know when they’re losing it. It just boils down to a simple game of UNO. You know, the one with the fewer cards they can feel as though they’re winning the one with the most cards can feel as though they’re losing. Um, and employees need the same kind of sense that they need to be able to view where they stand at the moment and employees want to know how their position fits in with other positions in the company.

And they want to learn how their work affects your business, the other departments as a whole. And you can, you can set general company goals, um, as well as goals within each department and for each employee that way each employee knows how their work is impacting the department and where they are, where they are on the winning versus losing scale. We try to bring, break down things by numbers as weekly people can see. In fact, what we do is every week we send out an entire report, letting each recruiter know how every recruiter has done. And I mean, it’s public knowledge for the most amazing level of Tulsa Medical Staffing by far. Everyone sees how everyone did that last week. It’s really, really important. Um, number three, acknowledge employees, w w this is hard to do as a manager when you get super, super busy, but acknowledging employees is really important because employees don’t automatically become engaged when you give them a couple of more attaboys that are girls, uh, you know, or praise thanks, or any other kind of acknowledgment, but employees can become quickly disengaged.

If they don’t hear anything. Now you can even do, you can even do too much of it the other way, where you’re, you’re encouraging or giving too much praise, but engaged employees have a sense of comfortability and comradery with the, with the business owner and the business. And again, it’s, it’s important for employees to know their coworkers and develop friendships with them, but it’s also important to develop a relationship of respect and friendship between the employer and the employee. Um, and so, you know, when I, when I’m saying acknowledge employees, I don’t mean give them praise for every little thing they do. As I said, you can get overboard with it. I’m talking about things like just saying, hello, have a good night. You know, one of them, one of the things that, um, I learned from Lee Cockerell, he’s the vice president of operations for Walt Disney World, where he was for years.

He told me that one of the most important things that he did was he just walked around the park every, every day. He did it. He was very, very regimented. I would assume that he was for sure OCD and the way that he did things, but I spent an awful lot of time with him in Washington DC. And that was one of the things that I learned from him is to know what’s going on in the lives of the employees that are around you and, and know, know their situation, know their kids know, you know, know what’s happening, but you won’t know that unless you ask. And so, uh, being engaging, there’s really important need to hurry up. Pure. Number four focuses on employee development. One Gallop poll found that 87% of millennials and 69% of non-millennials view development as important in their jobs, um, with generation Z it’s even it’s, it’s way more than that.

Um, you know, uh, ways that you can emphasize employee development is by offering educational, uh, assistance. This is a great perk. You know, one of the things that we do is we give our employees the opportunity to choose what they go into. We asked to get approved. So, you know, they’re not going to go, uh, learn how to fly a remote-controlled airplane. But, um, but it, it is something that we try to do. And it’s one of the things that employees really, really appreciate. Um, I hope that this helps you, just some things, and some thoughts about getting your employees engaged. If Trinity can help you in any way for recruiting for the right employee, we would love to be able to do that. And that’s why we do this podcast to always try to add value to people. Give us a call at (918) 622-2588. We’re one of the top staffing agencies in this area, and we’d love to help you, staff, for your business. Um, you can also visit us online@trinityemployment.com.