According to Jessica Tyler is a former Practice Leader, at Gallup, she says “Talk isn't cheap. Meaningful exchanges between managers and employees boost the bottom line.”

Simply asking, "How are you?"

At the start of every shift, asking associates that simple question seems very gentle. It certainly does not seem like a key element of great managing but slowly gets employees to feel comfortable to exchange conversations. Fancy action plans do not create engagement.

Engaged workers are capable of exceptional performance, so managers who successfully engage employees in their workgroups are vital to their organisation’s success. Asking the right question shows that the manager cares. But it also invites her workers into a meaningful conversation -- the kind that brings engagement to life.

Employees need to feel that they make a difference…

Employees may make 40 cents an hour more with fewer responsibilities at a big box store down the street. But as a manager, you must communicate that you care about them and how important they are to the company. Nothing managers talk about will affect engagement if they do not listen to what associates tell them.

If you hear your employees out or engage in random conversation, here are a few changes you will experience.

1.Engaged employees will deliver more at work

They can deliver more than just an increase in numbers. Members of staff that are actively involved with their responsibilities will be much more innovative too because they will feel much more comfortable and accepted for who they are and what they are doing at work. Engaged employees will be the first to suggest how to improve the company’s products or where enhancements to customer service can be made. These innovative employees are much more flexible and willing to make things work rather than giving up and jumping ship at the first opportunity. As a result, as managers or entrepreneurs, you will save time and money on projects that require a little bit of tweaking before succeeding.

2.Employees will stay loyal to the organisation

Find out ways to involve your employees in big decisions or give them control over their own destiny, this will feel much more valued and less likely to leave. Not only can this lead to a more efficient and prosperous business, as employees will truly understand the company culture and feel passionate about making a difference to the organisation. This is also extremely cost-effective.

3.Employees become an intrinsic part of the business

In spite of an individual’s career goals or aspirations, if they find a company that appreciates and values their contributions on a daily basis, it then becomes difficult to leave. Before long, they are an intrinsic part of the business. So, along with greater productivity and more innovation, this engaged employee will not want to leave and will do everything they can to help the business grow and improve. All the while, they will encourage other team members to contribute too and offer up support or feedback when required. Finally, the business should start increasing its revenue and profit margins, as this engaged employee has learnt all about the commercial side of things from greater involvement.

So, even though you will have an abundance of other responsibilities to worry about, it is dangerous to underestimate the difference involved and connected members of employees can make.

Few ways to encourage employee communication at work:

• Hold monthly or quarterly staff meetings
• Post notices on staffroom bulletin boards
• If available, send information via intranet or email; invite questions or comments from staff
• Use a “rumour board” to respond to anonymous employee queries;
• Find ways to invite suggestions by using employee opinion surveys, or suggestion boxes. Then make sure you openly address the suggestions that are made.
• Hold staff pizza nights, barbecues or other social events that will prompt informal communications
• Maintain an overall open-door policy to the manager's office

Communication is an ongoing managerial responsibility, not something to save for individual performance reviews. Make sure your employees understand your interest in their input. Encourage them to be honest and forthcoming about improvements they think the company can make, and publicly reward staff members who make suggestions. With these techniques, you can expect a huge improvement in employee commitment and attitude.