5 Secrets to Turbocharge SMEs Employees Engagement

In Singapore, Small and Medium Enterprises (SMEs) account for 99% of all companies and an estimate 75% of all employment in 2018. With increasingly tight labour market and limited hiring budget, SMEs face challenges in hiring and retaining local, talented employees, many of whom prefer to work with multinational companies.  

JobStreet.com’s Law of Attractions study reveals that work-life balance and geographical proximity are key to micro enterprises, while job security and career development gain importance with increase in company size. So, here are 5 tips for small businesses to improve their employee engagement at a minimal cost.

Promote a flexible work environment

Employees who have a degree of flexibility in the way they work and how they obtain results, tend to be more responsible, productive and engaged. Depending on the nature of the business, flexibility can come in the form of remote working, allowing time off for family or being more flexible in the time to arrive at work.

Introduce an open-door policy

To promote regular and open communication, avoid having separate offices for the management. By sitting on a desk in the same room as their staff, the employees can see their supervisors and interact with them habitually. This helps to break down barriers, improve morale and foster an atmosphere of unity.

Involve everyone in goal planning

If the management is frequently seen disappearing into meeting rooms and emerging with new big decisions that affect the whole team, chances will be the employees will feel excluded. By involving everyone in decision planning, people will feel part of the bigger picture and be more dedicated to the end goal – especially when the managements ask for their opinions.

Reward and recognise accomplishments

A simple acknowledgment of a job well done can make a difference to an employee’s happiness. Take note of achievements, both large and small, and find different ways to appreciate them. People seldom work solely for money, so it is vital for them to feel a sense of fulfilment.

Regular communication and check-in 

Ensure that all lines of communications are open so employees can express their opinions, concerns, and ideas. Regular check-ins are required as well. They could be informal but constant communication concerning performance and progress can make a world of difference to employee engagement.