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It’s no secret that employee engagement is a critical ingredient for heightened productivity and lower turnover at work. When we feel heard, valued, and empowered at work, we tend to be more productive, satisfied, and committed to the job. Yet widescale employee engagement seems to be constantly out of reach for a number of companies. After a few decades of steady progress in engagement numbers, 2021 data from Gallup showed the first decline in more than 10 years.
Sure, we can point to myriad factors that might have influenced that drop, including the global pandemic. However, too many company leaders ignore a fundamental truth when trying to help employees realize their potential: They won’t achieve long-term engagement with only extrinsic rewards like money or tangible goods. Instead, they need to tap into their team’s intrinsic motivators to build a more committed, motivated, and satisfied workforce.
We want to feel like our opinions truly matter. We want to have a say in how things are run. We want the freedom to adapt and respond to problems in real time at work. We want to have some control to set our tasks and make decisions based on what’s best for us. Unsurprisingly, according to a Society for Human Resource Management survey, 7 in 10 employees ranked being empowered to take action at work as important to their overall engagement. If you’re among that number and are searching for a new job at a company that has a culture of employee empowerment, look for these four features:
1. A company that is a safe space.
One of the biggest misconceptions about empowerment at work is that it’s something company leaders bestow upon their employees. In reality, we already have the power within ourselves; we just need the space to exercise it. However, it’s hard to step up to the plate if we’re afraid we’ll get hit by the pitch.
So, look for a company that fosters psychological safety, allowing you to do great work without a manager or company leader constantly looking over your shoulder to reprimand you if something goes wrong.
According to Timm Urschinger, cofounder and CEO of LIVEsciences, that’s all empowerment really is: “In essence, the much-talked-about empowerment means nothing more than creating a safe space where people feel encouraged to try new things, make decisions, and not be afraid to be blamed if something doesn’t work out,” writes Urschinger. In other words, you need to look for a company that nurtures a risk-tolerant culture, promoting spirited debate and inviting employees to experiment.
2. A company with a mentorship program.
There will undoubtedly be more bumps along the road at a company that offers strong psychological guard rails for helping you realize your full potential. Letting you try and fail at work is one thing; leaving you to flounder is another entirely. This is where a companywide mentorship program is essential.
According to a survey by Deloitte and Moving Ahead, 87% of mentors and mentees said that the relationship helped them feel more empowered and confident. Having a mentor will not only allow you to take ownership of your personal and professional development, but it will also help you grow from inevitable missteps that will happen in your new role.
“Mentoring our employees through their mistakes will give them space to grow, and will help to create a culture of growth and resilience,” explains Ali Novitsky, CEO and founder of Life Coaching for Women Physicians.
3. A company that appreciates its employees.
From the time we’re small, most of us crave the affirmation of a job well done from our parents, teachers, and even friends. So great is this need that we often perceive neutral reactions negatively.
This applies to the working world, too. When O.C. Tanner asked employees what their employers could do to motivate them to produce great work consistently, almost 40% of respondents said more personal recognition.
During your job search, consider whether the companies you’re looking at show appreciation for their employees’ contributions. Do they consistently recognize team members based on their goals and strengths? Or do they go radio silent when employee engagement week ends?
4. A company with clear expectations.
You don’t want company leaders breathing down your neck while you work, but you also don’t want to be left twisting in the wind. “Without set expectations, employees may be left to wonder where their impact lies and, therefore, fall behind,” says Luanne Tierney, chief marketing officer at Betterworks.
Ensure the on-the-job expectations at the companies you apply to are unambiguous, but also leave room for employees’ questions and feedback. And look for a company where employees’ inputs on how to refine workplace and job expectations are taken into account.
However, set expectations are only half of the equation. If a company has clear expectations but doesn’t provide its employees the time and resources to meet those expectations, it doesn’t have a true culture of empowerment.
When you feel more empowered and engaged at work, you can thrive. The question is: How can you recognize a company that has a culture of engagement during your job search? Look beyond quarterly bonus structures or beer taps in the break room. Rather, ask the right questions during the interview and tap your network (and company reviews) to rate a prospective new employer on these four game-changing aspects.
William Arruda is a keynote speaker, co-founder of CareerBlast.TV and creator of the 360Reach personal brand feedback survey which allows you to get the real scoop about your professional reputation from those who know you.
