6 ways to boost employee engagement with performance discussions

The power of one-on-ones: Fostering engagement

Are your employees enthusiastic and involved in their work or simply putting in their time? Companies with engaged employees enjoy better business outcomes, from higher productivity levels to less turnover.

Unfortunately, most workers are not engaged. Gallup research reports that only 31% of employees in the U.S. fall under the “engaged” category—the lowest rate in a decade.

Regular one-on-one discussions between managers and their direct reports are an effective way to improve engagement levels. Individual attention sends a message that the company values each person’s contributions.

Use these meetings to bolster employee engagement by ensuring they include the following:

1. Links between the person’s role and company success. Engagement increases when workers feel that what they do matters. Develop a sense of purpose and pride by pointing out how their responsibilities and efforts make a difference to the organization’s mission and progress.

2. Specific feedback. Workers who “phone in” their work may up their game once they realize you truly monitor their performance. Provide constructive criticism that lets them know what needs improvement. Set SMART goals that outline how to reach new heights in an orderly, motivational manner.

Be sure to note positives, too. Citing examples of what the person does well encourages repeat actions and lets them know you notice.

3. Clarity of expectations. Gallup research reveals this as a particular problem in recent years. Just 46% of employees say they know what is expected of them at work, down 10 points from a high of 56% in March 2020.

Use performance discussions to discuss priorities, duties and metrics. Encourage workers to ask questions. Ask people to summarize to ensure understanding.

4. Evidence of caring. Another contributor to employee engagement that Gallup reports a significant decline in is “feeling someone at work cares about me as a person.” While 47% of respondents in March 2020 said they felt strongly that someone cares about them, the current rate stands at only 39%.

Managers can express concern during one-on-one meetings by getting to know workers and their circumstances. Learn a bit about their lives outside of the office, including work-life balance challenges. Get a grasp of where their passions lie and what motivates them in their job. The simple question, “How can I best support you?” is quite revealing and genuinely appreciated.

5. Professional development. Taking an interest in employee career aspirations is another way to demonstrate care. It shows you want to assist them in reaching their full potential, not just discussing how the company can get more out of them.

Brainstorm together about growth. What new skills would the individual like to acquire? What training would benefit long-term career plans? Learning, taking on new challenges and thinking about the future all add to employee engagement.

6. Appreciation. Finally, performance discussions provide a natural opportunity to express gratitude for a worker’s ongoing contributions to the team. Words of thanks boost morale and job satisfaction, which in turn raise employee engagement and all the benefits that come with it.