Did you know that the average tenure for a salaried employee is now only around 4 years? And based on research, employees who are with an organization for less than 4 years are more than 65% less likely to be engaged, and the likelihood that they’re engaged decreases with each passing year they stay with an organization?
And did you know that extensive research and studies have proven that less engaged employees are less productive and highly affect an organization’s overall levels of productivity?
Succinctly put, most of your seasoned employees are probably not engaged or aren’t as productive as they should or can be. Below are some tips for how you can work toward changing this.
Extend Diverse and Personalized E-Learning Opportunities Year-Round
E-learning opportunities should always be made available to each employee year-round to inspire engagement, regardless of his or her role or tenure with your organization. Furthermore, each employee should be offered personalized (or adaptive e-learning) experiences that cater to his or her learning style, as well as his or her interests and career aspirations.
When employees are consistently exposed to diverse learning opportunities that are relevant to their roles and interests, they are more engaged at work and more likely to be more productive while on the job.
Provide Regular and Consistent Feedback and Recognition
Employees crave and require regular feedback and recognition for good work. They want to know that they’re truly valued at your organization. And they want to know where they have room for improvement and that they can be challenged.
They don’t want to wait for an annual review anymore. And recognition is the number one thing employees say their manager could give them to inspire them to produce great work.
Offer Different Types of Coaching and Mentorship Opportunities
Mentorship programs tend to reduce anxieties and stress in the workplace and offer employees a less rigid way to receive constructive career guidance and support, which makes them more productive while at work. And employees who receive regular coaching also receive the regular feedback they crave (see above), which leads to overall increased levels of productivity.
Give Employees a Sense of Purpose and Autonomy
Micromanaging employees will not increase employees’ productivity levels. In fact, it will actively decrease their productivity. Studies compiled by Quartz suggest that human beings crave autonomy when working more than they do financial incentives or other factors—and people do not like being micromanaged at work.
So, if you want your employees to be happier and more productive at work, allow them to do things like pick their own schedules, choose where they work, or select what projects and initiatives they want to work on each week.
In total, if you treat your seasoned employees as individuals and offer them meaningful and personalized work incentives, feedback, training, mentoring, or work environments that make them happier and more engaged, they’ll become more productive at work.