Employees want to know that they will be judged and evaluated primarily on their performance rather than factors outside their control. Updated June 15, 2018. Competitive and Well Defined Compensation Structure, Roles of the Manager in a growing organization, Building Open and Transparent Communication, Involve Employees in Business Planning Processes, Create a Culture of Social Responsibility, Regular Employee Surveys and feedback (Show them you listen), Select the Right Managers and Coach them for Employee Engagement, Competitive and well defined Compensation Structure. That is why employee engagement activities should be provided in every company to increase the level of satisfaction among the staff. Designing and implementing an effective and sustained engagement strategy requires input and involvement from employees, leadership and other stakeholders, but it is well worth the effort. Giving back to society for causes creates a positive mentality and also fosters pride and loyalty within the employees. It has become difficult to retain employees within the organization for long with just limited bandwidth of perks. They also want their leaders to recognize the importance of people in the journey. Asking for employee input:. Another thing that’s missing from the virtual office space is the chance for your employees to meet their colleagues by the water coolers and engage in some small talk. There is no one size fit all strategy but a combination of initiatives that you have to customize as per your organization structure. Remember, your business is a community – for you, your team, your managers and your employees. This is put aside to be reviewed about a month later, when employees are asked to write their job description. Employee engagement idea #5: Virtual “water cooler” space. And communities thrive best when everyone in it feels they are included, valued and trusted. It is very essential to establish proper communication where everyone can put their views and also suggest a solution too. To increase employee engagement with best employee engagement strategies, the first step is to create a holistic engagement strategy, of which the engagement survey is just one part. Workplace engagement is a vital concept in the effort to understand the nature of the relationship between the employer and the employee, and to achieve that employee engagement initiative. engagement is about providing employees with the direction, clarity, encouragement, and growth they need to perform at their best. Understand what nature and method of training are preferred and design a course module for the same. They also want to feel that their abilities are well-matched to their role, so setting realistic expectations about the role (e.g. One company uses ‘stay interviews’ as a way to re-engage with employees that are at risk of leaving. At a higher level, employees want to see innovation happening and that the company maintains a strong position in the market. Internal brand Awareness is an equally important exercise to keep employees informed about the company’s development and additionally it helps to build trust and loyalty amongst them. Short on time, short on support: They recognize good work and highlight what people are working on and how it’s helping the organization deliver on its mission and work toward its vision. Encourage Employee Learning Initiatives, 10. EMPLOYEE ENGAGEMENT INITIATIVES Your employees likely want to feel heard, so make it easy for them to leave feedback and get in touch with you. Such managers empower their employees, recognize and value their contributions. Some of the surveyed companies start as early as recruitment. Studies have shown that the most capable employees at a company are often overloaded with work. Happiitude brings you effective tools, methodologies and frameworks designed around the science of happiness to create a sustainable culture that ignite passion, growth, and success at your workplace. Enabled employees feel like they have the right resources and tools to get the job done. Happy and healthy employees are the most engaged workforce. Clearly Define Strategic Roles. Also, different companies have different employee engagement approach. Managers should also ensure that employee expectations are realistic. Employee engagement adds value to any organization. Above all other employee engagement initiatives, communication is key. Some assign mentors to new hires. If there is misalignment, the manager and employee are encouraged to discuss any adjustments that can be made. Encourage involvement and participation in social and charity initiatives. Employees begin forming perceptions of your workplace from day one. Small day-to-day caring gestures towards employees make them feel that they belong to the organization and organization care for them. A 2017 study conducted by Future Workplace found that employee burnout is currently the largest threat to employee engagement. Companies should understand that the manager role is unique and crucial, with distinct functional demands and hence require a specific talent set. One of the biggest causes of employee burnout is lack of control at work. A 2013 study by the Institute for Corporate Productivity (i4cp) found that organized efforts to bring new employees into the culture pay off in both employee engagement initiatives and market performance. Lack of proper strategy will not bring the desired result. Company initiatives that promote health, work-life balance, kindness and gratitude already exist and can go a long way in bolstering a positive office culture while also increasing engagement. Activities like offsite parties and picnics, cricket or football matches on anniversaries and birthdays, cultural festivals, painting and quiz competitions, crèches for the children of employees, Friday bashes, movie tickets, and discount shopping coupons and many more have become a regular part of the corporate culture. They teach classes and workshops that range from extracurricular skills to those that are essential to their roles. They also want to feel that their abilities are well-matched to their role, so setting realistic expectations about the role (e.g. Here are five tips to consider as you search for innovative employee engagement ideas. Gone are the days where your HR team is solely accountable for engagement and culture. Building Open and Transparent Communication, 3. Getting the resources you need for employee engagement and other people initiatives can be challenging, especially when businesses are trying to cut expenses. Give employees a 1-2 h/ day window to pursue their own projects. We’ll look at engagement initiatives under the four key factors that relate to employee engagement: Ready to learn what’s driving engagement at your company? Open communication or face to face communication in the form of regular discussions can help in bringing the various issues into light and identifying the main problems cause productivity derailment in the organization. Acknowledging the right talent is a crucial retention strategy and should be well defined and structured. The wall is in a high-traffic area so everyone can casually pass by and read about the great work of their colleagues. One organization has monthly recognition events. Help employees in identifying their key strength areas and support building their career path within the organization. Drive results. You can conduct both online or classroom training depending on the topic and audience. We’re here to help. 1. Deciding which actions to take can be challenging, so in this article, we’ll look at a range of employee engagement initiatives. Initiative #10 – Learning Culture Learning Culture Action Plan – Develop a learning environment that keeps employees engaged. Employees want to feel worthwhile, connected and appropriately involved in the organization’s operations. Gone are the days of strict 9-5 office culture. Get it right and the rewards on offer are significant: increased productivity, improved customer service, reduced staff turnover and fewer problems with staff sickness and absence. The solution: foster engaged workers, and organizations will see a more stable workforce and improved business outcomes. A similar approach can be used with internal customers. Core objectives can be decided on roles, functions, levels of experience. Measure real-time employee engagement. They don’t just go through the motions to receive a paycheck. Employee Engagement Initiatives. Read More: Roles of the Manager in a growing organization. It’s one thing to implement employee engagement strategies, though, and another thing entirely to evaluate their … Many Developing economies have realized the importance of providing work flexibility defining accountability beyond the periphery of office spaces or work timings. One organization helps build employees’ involvement with leaders via a channel in their internal communication software where leaders are present and available to answer questions. Here are three ways our clients recognize their people: Development comes up again and again across all the industries we work with as a critical driver of employee engagement. It's up to managers—not just HR—to jump start new employees' engagement… It can make a difference to the individual employee as well as the business as a whole. Involvement in building larger strategic objectives creates accountability and a sense of belongingness between employees. Also, offer multiple feedback channels, including an anonymous option. This is a great way to reinforce your vision and values, while acknowledging exemplary behaviors. An application of OKR can be as simple as you make it. One of the great things about motivational speakers, is that they can work remotely. When the day-to-day experience within a role doesn’t stack up against expectations, it has a significant impact on engagement. But also keeping them motivated and committed to achieving the organization’s business goals, which needs Employee Engagement Strategies. 5 HR Employee Engagement Initiatives To Consider Making employee recognition more frequent:. That seems self-evident, yet many managers still … When the day-to-day experience within a role doesn’t stack up against expectations, it has a significant impact on engagement. These employee engagement initiatives are the ultimate in active listening. In order to ‘earn’ an employee’s signature on a value, the new hire has to ask what that value means to that employee, then the newcomer paraphrases the response to ensure they understand its meaning and relevance. Similarly, Deloitte defines employee engagement as “an employee’s job satisfaction, loyalty and inclination to expend discretionary effort toward organizational goals.” Notice the common themes with all three of these definitions: emotional commitment and attachment from employees. Using surveys and questionnaires is crucial when gauging and understanding your employees’ feelings and opinions. A national casual dining organization created a ‘Book of Signs’ to bring their values to life during onboarding of new employees. It’s a win-win-win for bringing your company values to life and expanding the newcomer’s internal network. The managers need to be empathetic and sensitive towards people and understand their personal or professional challenges. Take a half day Friday to do something fun together. You need to set clear objectives for your employee engagement initiative and you must meet at fixed intervals for status updates. Any specific reward-recognition initiative will depend on your organization structure, financial strength, diversity of employee background, etc. Encourage employees to learn from each other. Make this voice a regular presence through inviting a panel of customers to be a part of your all-hands meetings. In this second instance the question posed to them is, ‘If we were to hire someone else like you in this role in the future how would you describe the activities?’. Hence providing vacation and short sabbaticals from work is a great idea not just to support mental health but also encourage employees to follow any of their passion. You can reward them on their technical competence or behavioural aspects like punctuality, team player, etc. It is your time to go beyond Employee Engagement Initiatives. Here's 10 employee engagement initiatives used by top companies that have seen real world success. Implementing unplanned ideas and activities that you think might support employee satisfaction, without monitoring or measuring their impact, is a waste of time and resources. If they do, the incumbent signs it off. Employee engagement has become a buzzword in the senior care profession as providers grapple with staff retention and combat high turnover rates. These initiatives are interrelated – serving as catalysts for one another. when recruiting) is important. What do you want to be doing that you aren’t currently doing? Due to this, the HR managers had to come up and create other motivators that promise a better work culture and employee involvement. However, a major percentage of employees find their work mundane. Events: Having a schedule of events where employees are recognized for their work ensures intentionality and follow-through. At one company on the first day at work employees write down their understanding of the job expectations. A host of companies like Genpact, Accenture, Deloitte, AMD, and others are rolling out initiatives aimed at keeping children of employees engaged for a few hours while their parents work, providing some much-needed relief for those who are working from home even as daycares around the country remain shut and nannies are unable to come to work due to the lockdown. Employee Engagement is a huge opportunity to gain long-term commitment and discretionary effort from your team. Employees who are highly engaged are likely to be more productive and more committed to the organization. The Importance Of Employee Engagement. Cloud based solution, designed for small and medium scale businesses. They feel engaged when they receive support from the management in building their careers. Employee Reward and Recognition system is a key driver in promoting positive work culture and hence fostering Engagement. The remaining time is devoted to open discussion on any questions employees have about the organization and concerns that individuals may have about blockers to their ability to help the organization achieve its goals. when recruiting) is important. Here are two ways organizations can act to improve leadership: In monthly ‘synthesis sessions,’ a leader in each department discusses current challenges and successes as well as changes in market position(s). A three-part approach to human resource (HR)-led best practices for maintaining a positive work culture can help build morale and engagement, support team-member wellness, and ensure productivity: Remote access to healthcare. Get insights for action from Culture Amp’s employee engagement surveys. Employee Engagement. It’s a simple thing – a small paper booklet with the name and description of a single value on each page, along with two or three lines for employee signatures under each value. Build a sound Compensation structure and incorporate benefits like PF, Medical Insurance, etc. With a dynamic and competitive work environment, meeting business objectives and performance becomes a stressful task. They also encourage leaders to post questions and updates in the channel to keep employees engaged with the discussion. At team level, managers might wish to schedule stay interviews with employees when they hit their one-year mark so they know what is important to people and most likely to influence their decision to stay. There is an allocated budget and set number of sessions covered by the company, but the content of the coaching remains between the coach and the employee. They also want to feel confident that resources are being directed to the right places. Sentiments like, “Hey, this is the right thing to do” and “I wish turnover weren’t so high” generally don’t work on their own. A highly engaged workforce shows a high level of engagement in their work and is always keen to take up new challenges to create a positive change and build a highly conducive work environment. But, to achieve this, the engagement efforts need to be aligned with your overall business strategy and vision. To what extent do employees believe their overall compensation and rewards package are fair. Create an open sharing space, at regular periods, where every team can present updates on their project and key learning points. Rewards. Provide options for pursuing any hobby or interest or any development studies that one wishes to take up. While engaged employees will often take on a heavier workload as compared to their less-engaged peers, leaning too heavily on them can burn them out or lead to resentment. Top 10 Best Employee Engagement Ideas & Activities: 1. Selection of managers and supervisors is a most critical element. What really shows employees they’re being listened to is action: specifically, targeted employee engagement initiatives responding directly to the feedback given. It's time to try something new. Managers can understand and help align employees’ aspirations with the organization’s vision and development point of view. The manager is also encouraged to share learnings with HR to make any needed adjustments in the hiring process or to job descriptions. A stressed employee with half focus on attending personal issues is detrimental to create work synergies and contribute effectively to the organization. Employees who like their team and work always show more enthusiasm and initiative. Get our newsletter, event invites, plus product insights and research. The Employee Engagement initiative at ONGC is all about creating the right conditions for all members of the organization to give of their best each day, committed to their organization's goals and values, motivated to contribute to organizational success, with an enhanced sense of their own well-being. This is the key to creating a great place to work. One organization’s learning and development program is taught by employees. Projects and initiatives can get new directions, encouraging a creativity and energy flow that would only benefit the rest of the working hours. Create A Culture of Social Responsibility, 8. Each customer explains how using your product or service has positively impacted their business and shares some things they wish the product or service could do (or ways the product or service has failed them). Go on a scavenger hunt, play sports outdoors, go... 3. You know disengaged employees are expensive. Teams will learn much more rapidly, using the knowledge shared and the different detailed orientation on every project. Employees are encouraged to discuss their career development needs as well as any blockers to their long term success at the organization. We know they work because either our customers have used them or we’ve used them. How can I best support you to achieve those goals. Help in Creating Individual Growth Path, 6. The level of employee engagement is a measure of the willingness and ability of employees to contribute to the success of the organization. Here are Three Key Initiatives to drive Employee Engagement: Initiative #1: Selecting Talented Supervisors & Managers. An engaged employee is an individual who is excited, committed and motivated by their work. But it is also a huge opportunity to gain long-term commitment and discretionary efforts from your employees. When you ask employees to share their feelings and experiences about work and then nothing seems to happen as a result, employees quickly disconnect from the feedback process. When it comes to employee engagement, it’s not enough to just survey employees. The report helps guide constructive discussions about whether the resources allocated to each initiative are appropriate. Across the components, engagement varies with the U.S. Coast Guard coming out top in the 2019 survey for the best employee engagement, while the Countering Weapons of Mass Destruction Office was last. You know that improving employee engagement levels can reduce turnover levels and improve productivity. Employee engagement is not a Human Resources initiative that managers are reminded to do once a year. If you’re unsure where to start, here are a few company initiatives to consider: 1. Your employees are the bedrock on which you are founded, and if you don’t know what they are thinking, you’ll soon run into trouble. This not only creates a disconnect between various teams but also builds a culture of silos. The original expectations document and the recently written job description are reviewed with their manager. Regular Employee Surveys and Feedback (Show them you listen), 9. What are the three most important things you would like to accomplish right now? Employees are often surprised by how much money is spent on salaries and employee benefits. Employee engagement is the biggest challenge, 2. Structured employee engagement plan for your company can significantly improve company performance across several key functions, such as; Employee turnover and well being. The employee selects their coach for either personal or professional development. Make it a periodic practice to conduct employee feedback and surveys to know the real issues they are facing and helping them solve it. They seek to understand each team member’s strengths and provide employees with every opportunity to use their strengths in their job role. Build monthly or quarterly reward systems and recognize employees on various parameters. The Wow! Organizational Team Learning Matrix Template – Identify, map and track the skills needed for each level in the firm. Everyone looks for flexibility and work-life balance. Therefore by creating a culture of engagement, you can produce tangible, bottom-line results for your organization which are sustainable. The community aspect fosters collaboration and team support. Our approach to engagement Engaged employees feel that their job is well-defined and important, and their efforts are effective and appreciated. Organizations should dedicate 90 percent of their engagement effort on ‘post-survey’ activity to inspire people to do great work and match their efforts with the organization’s goals. Now while discussing the Employee Engagement Strategies, let us understand the 3C components that establish its need. Most employees after spending a couple of months look for competence-boosting opportunities within the organization so that they can grow and shift to the next level of their careers. Organizations should be particular while hiring the team Managers and coach them to take an active role in building engagement plans of their teams. Save my name, email, and website in this browser for the next time I comment. The highly productive and the most reputed companies across the world have understood the fact that it was employee engagement that made them stand apart from all other companies. 1. If the management and reporting managers spend dedicated time and involvement in discussing and planning out the careers of its employees, they will feel that they belong to the organization. You can go creative by organizing fun themes to present team updates so that it doesn’t turn out to be a boring affair. Wall where people can post stories of when co-workers have gone above and beyond. It is their diligent effort which is an essential element that defines the good health and well-being of a company. Regular Health camps promoting sound health signifies that the employer caring for the employees’ mental, emotional and also physical well-being. Many companies build initiatives around options like work from home, crèche, sabbaticals, etc to help employees attend to family responsibilities and hence feel engaged. Select the Right Managers and Coach them for Employee Engagement, 11. The HR team creates templates that link to the company values and current organizational objectives. managers need our help. Metrics like Objective Key Results, or OKRs, measure the effectiveness of employee engagement schemes. Today employees are not just working for getting paid at the end of the month for the tasks that they achieve but it is also a lot to do with the whole experience and joy of working. Get the team together, pitch a cause and pick the one you want to support. The engagement of employees is really important for any company, not only for its growth but also for its reputation. Employees want to feel worthwhile, connected and appropriately involved in the organization’s operations. To truly create an engagement culture, everyone needs to contribute, from the top of the organization to the employees. Employee engagement initiatives are usually part of a broader scheme designed to help develop staff, improve their performance and keep them happy at work. Embrace and Nurture Through Learning Podcast 5 examples of employee engagement initiatives to implement now #1 Keep communication open. For organizations and leaders to retain the respect of their employees, they must treat them with fairness holding themselves also to the same standards. Different companies had taken different initiatives to enhance the level of engagement among employees towards their jobs and the organisation. to make it more robust. Keep in mind that effective employee engagement strategies require you need to think globally. Here are two initiatives which target enablement: One company uses a resource transparency report, including ROI where possible. Having people from different departments connecting and bouncing ideas can help get a new perspective. Organizations have realized that it is no more just attracting crème-de-la-crème employees and retaining them. 15 most effective and best strategies for employee engagement: Often teams work in isolation and don’t have a track of what the rest of the team and organization at large is working on. It’s still not enough for leaders to show employees they’re listening by simply sharing results – though that is important. In departments where there are higher rates of turnover, it can be helpful to have a skip level meeting with someone more senior in the organization, rather than a direct manager, intermittently throughout the employee lifecycle. Where every team can present updates on their performance rather than factors outside their control bottom-line. People and understand their personal or professional development speakers, is that engagement needs to be more and! To deliver the benefits we talked about earlier, it has a significant on... 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Needs employee engagement is a community – for you, your team, your organization can show they have (! Coach for either personal or professional development drive employee engagement or online version of the session the! Selecting Talented Supervisors & managers skills needed for each level in employee engagement initiatives firm in. Maintains a strong position in the journey one wishes to take up organizations should be defined! Great way to engage employees help align employees ’ mental, emotional and suggest. ’ organizations are putting equal attention on the topic and audience the expectations... When it comes to employee engagement strategies require you need to be characterized as transformational to with. And invite logical ideas from employees thereby rewarding the best accountable for engagement and other people can., different companies have different employee engagement has become a buzzword in the organization of Signs ’ to bring values... 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