People will do their best work with a sense of purpose. Be sure to communicate how their parts fit into the overall values and missions of your organization. Everyone should have a clear picture of what the goals are and what the organization is trying to achieve.
If your organizational goals have changed, you need to communicate them promptly. Strong communication systems that are accessible to all are critical. Virtual town hall meetings could be a great forum in this new normal to ensure everyone is caught up to speed, and answer any questions your team might have.
Ensure your onboarding materials are updated, and put in place effective processes for both in-person and virtual on-boarding to acclimatize everyone into the same culture.
Put people into the right roles, playing to their strengths. A re-examination of the key roles and the required skills might be necessary with the change in business environment and objectives. Align your talent acquisition and retention strategies accordingly. Ensure each employee has a clear career path so they know they have room to grow with the organization.
A culture of trust and accountability is the foundation of employee engagement. Each employee should feel that they are set up for success. Providing the necessary training and development tools and removing barriers is a start.
Changes in roles as a result of the change in business environment must be properly addressed. Have one-on-one conversations with each of your team members, create feedback forums such as on-line surveys to solicit feedback. Make sure they understand any changes in the company’s goals and that their individual goals are aligned and updated. Show your employees how you value their contributions by enabling them to have a voice.
Ensure individual goals are realistic and achievable. Brainstorm jointly with your employees and look for alternative metrics which are just as important for their roles. (E.g. adjusting the revenue quota for a salesperson with an additional goal around Customer Retention which is important for long term success of your business.)
Ongoing check-ins are also critical. Assigning goals to an employee and not following-up will only lead to disengagement and disappointment. Build confidence by providing the necessary tools and resources. Develop a plan and a platform to make available one-on-one coaching and mentoring, as well as virtual training and learning opportunities.
As leaders, we must talk about engagement as a priority regularly. Actions always speak louder than words. So focus on recognizing and rewarding great work. Encourage everyone to cheer each other on, no matter how big, or small, the achievement.