Results from the 2016 APS Employee Census on employee engagement shows that engaged employees are likely to:
- be more productive
- have a greater commitment to achieving organisational goals
- use less sick leave
- remain with their current employer for a longer period.
See the full report here: https://stateoftheservice.apsc.gov.au/2016/08/employee-engagement/
The Australian Public Service Commission has identified five factors that can have a positive impact on unscheduled absence, as follows:
- Expectations on attendance need to be clearly and communicated across the organisation.
- Managers need to be equipped to respond to unscheduled absence.
- Timely and simple absence data needs to be available to employees and their managers.
- Managers need to act early to identify if there is a problem.
- Where there is a problem, managers and employees need to work together to develop a joint plan.
Your responsibility as a manager
Good managers inspire their employee to perform at their best out of respect, not out of obligation. They are forthright but exercise a high degree of empathy and consideration for their whole team as well as the individuals within it. Our research indicates employees want the following four themes from their workplace:
- A culture where employees feel they fit in, are appreciated and are proud of what the organisation stands for and does.
- A work environment where employees are free to work and perform, do what they are good at and develop.
- Exceptional leaders who communicate, inspire confidence, and keep up-to-date with current affairs.
- Immediate managers who empower them, act on feedback and are proficient in people management.
Below are some quick wins to improve or maintain engagement in your team.
Tools and resources: Know your team
How well do you really know your team members?
Here is a good checklist to determine how well you know your team members:
- Who is in my team member's family?
- What are my team member's hobbies and interests?
- Do I know the personal and career aspirations of each of my team members?
- Do I know why they joined my agency and why they took their current position?
- What are their strengths and areas for improvement?
- Do they understand how their role affects the team and the organisation more broadly?
- Are they proud of being in my team?
- How do they feel about their work/life balance?