Nice to catch up with the brand synonymous with conciliation and arbitration, Acas, last week and to hear that, while others are still fillibustering around the subject, they’ve been endorsing our approach to employee engagement for some time now.

Here’s what they posted on their website at the turn of the year, revisited in the hope that it may inspire a fresh perspective or two in this final quarter:

 A few simple tips from employee engagement expert Ian Buckingham can help you get 2012 off to a productive start.

  1. Give credit where it’s due: Key to staff engagement is giving recognition and constructive feedback. If a member of your staff has done well, let them know – and let everyone else know, too. Championing good practice and achievements can work wonders to incentivize staff and breathe new life into a stagnant working environment. Similarly, if there’s room for improvement, give constructive advice and let everyone benefit.
  2. Keep the door open: Be an approachable, hands-on manager who listens. An environment where staff feel that their suggestions will be taken seriously can help boost your in-house problem-solving capabilities and encourage creative thinking at all levels of your organisation. You might even find you uncover some hidden talents among your workforce!
  3. Communicate: Talk to your staff. Tell them what your plans are for the future, and explain how they feature in it. Even if the news is bad, your staff will appreciate being told what’s going on rather than being kept in the dark.
  4. Know and nurture your people: Even when times are hard for your business, don’t lose sight of the fact that the people who work for you still have goals and dreams. Listen to them, find out what they want to achieve in their careers and do what you can to support them. Take the time to discover and develop the unique strengths of each member of staff and your business will reap the benefits.

The Acas engagement mission of promoting employment relations and HR excellence has always been music to our ears. Let’s hope these few simple messages help improve the dire employee engagement and wellbeing statistics , even if it has to be one line manager at a time.

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