As almost every sector in the world today becomes more competitive, organisations are relying more than ever on the dedication and commitment of their employees. Without a passionate team of professionals, companies struggle to unlock innovation, outshine the competition, and satisfy their customers.

The problem is, increasing engagement can be a tricky task. Gallup's "State of the Global Workplace" report indicates that only around 13% of all hires are engaged worldwide, and an even larger number are actively "disengaged".

Employers in the technology industry need to ensure that their recruits are passionate about their roles and ready to come to the office every day with enthusiasm and energy. The following tested strategies can help to motivate even the most challenging of teams.

1. Set an Example

If the staff in your organisation can see that everyone from C-level executives to group supervisors are engaged at work, then they're more likely to show the same behaviour themselves.

By encouraging the leaders in your company to demonstrate the characteristics they want to see in everyone else, you begin to develop a "culture" of engagement, where commitment becomes a standard part of the status quo.

2. Show Your Appreciation

Saying "thank you" to someone in your team for a job well-done might seem like a simple thing, but it's frequently forgotten in larger organisations. Today's recruits crave acknowledgement from their peers and knowing that they're going to get a thumbs up from members of the management team can inspire your employees to work harder on their projects.

Statistics show that employees who have supportive managers are 67% more engaged, and 1.3 times more inclined to stick with the brand.

3. Be More Flexible

If you're hoping to bring more permanent staff onto your team in today's gig economy, then an easy solution might be to show candidates that you can deliver the flexibility they crave. Today's applicants aren't just looking for a good salary and benefits package when working with a specialist recruitment agency. People want a career that delivers happiness and fulfilment.

In the technology sector, it's much easier to offer some experts customisable schedules that allow them to do some work from the office, and some at home. Consider offering your Linux administrator the chance to telecommute part-time.

4. Hire for "Attitude" Not just Skills

Technology leaders need specific skills in their staff if they want to get ahead in the marketplace. However, hiring on skill sets alone might be a mistake, particularly if engagement is an issue for your brand.

Qualifications and hard IT skills won't always guarantee performance. Even the most impressive applicant can fail in your role if they don't have the right attitude or are a poor cultural fit. With that in mind, work with your recruitment agency to choose potential employees that demonstrate the right fit for your business needs.

5. Connect from Day One

From the moment you bring someone new into your business, start looking for ways to keep them inspired and engaged. This might mean coming up with a new and improved onboarding process that gets your recruits excited about working with you. After all, sitting through an old-fashioned PowerPoint presentation and filling out mountains of paperwork isn't always the best way to motivate your staff.

During the onboarding process, you can use a face-to-face interview to ask each professional what they hope to get during their time working with your company. This will help with the process of creating a career development plan at a later stage.

6. Provide Coaching and Training

Aspirational and ambitious experts are continually looking for new ways to progress in their IT career. They want to know that when they start working with their organisation, they're embracing an opportunity that will allow them to refine their skills and potentially take on more significant responsibilities in the future.

Companies that invest in the future of their employees are often the one that gets the most loyalty and engagement in return. What's more, as you provide more training opportunities to your staff, you'll also be able to tap into their new and improved skills when it comes to making your venture more competitive.

7. Ask for Feedback

Finally, the easiest way to determine whether your engagement initiative is having the right impact on your team is to talk to them about it. Employers often assume that they have to be the only one giving feedback in the work environment. However, your professionals can provide you with plenty of great insights into how can you can build your company culture, and make your environment more appealing to new talent.

Asking your team for feedback is a great way to show them that you care about their opinion, and ensure that you're making positive changes on behalf of your business.

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