Today, companies both big and small are investing big money into deciphering the subtleties of ideal employee engagement. The reason is that results speak for themselves: a strong brand awareness, better performance and consequently improved sales. As a business owner and/or as a HR manager you need to make sure that there’s a thriving internal working environment. These days the internal environment is as important as the external one. By investing your time and energy into building positive psychology and mindset, you invest in your future profits as a company. Employee engagement has never been as relevant as it is today. We won’t lie to you, it is quite a challenging task. However, you can learn from ideas that have already resulted in better company performance, so check out these 3 examples of employee engagement ideas that truly work.
In this article you will learn about mistakes you should avoid, some secrets to increase engagement and innovative ideas that were proven effective.
1. An Example Of What You Shouldn’t Do
According to the recent studies, many companies are investing tons of money into activities and rewards that are not proven effective. A psychologist and leadership consultant Dr. Jason Jones, the author of 28 Days to a Motivated Team, believes that the worst mistake a company can make is providing employees with rewards and freebies on a regular basis lacking the real connection between a reward and employee’s achievements. For this reason, to reach the desired engagement and motivation, it would be a great idea to combine extrinsic rewards with intrinsic motivation. This is how you will encourage self-motivation and responsibility.
Another thing a company may waste money on trying to keep its team engaged is creating tons of entertaining activities that are supposed to make employees happier. Not only such events are pricey, but also not everybody wants them. There are many employees who don’t want to “go on a picnic”.
Lynn White, psychologist and writer at LegitWritingServices thinks that the money spent on useless activities should be better invested in leadership development. If you want to boost engagement and performance, a Sunday picnic won’t do the job. On the other hand, providing your formal and informal leaders with essential skills related to relationship building and coaching are the key to improve productivity and involvement.
2. A Secret Weapon to Employee Engagement
85 % of American workers surveyed are not as engaged at work as is needed according to a Gallup poll.
So is there any secret to strengthen employee emotional commitment? The secret to successful engagement lies in understanding your employees’ goals, intentions and motives. For this reason, to outline your future actions, first and foremost, define the purpose of your employee.
According to a recent study by Inc. Magazine, if a worker has a sense of purpose, they are more motivated, goal-oriented and productive.
To arrive at a purpose that will both satisfy an employee and coincide with the company’s objectives, one should dedicate some time to ask workers a specific set of questions. Here are some of them: “How do you define success?”, “What is the most rewarding project you’ve completed at work?”, “Why was it rewarding?”, “How would others describe your contributions at work?”
By getting the answers to these questions you will understand your employees better, thus, it will be easier to create successful onboarding and training that will bond your team together.
What is more, by getting to know your employees, you will not commit another mistake that is setting the values wrong. By this we mean, it is not enough to hang the list of values on the wall, they should be constantly ingrained in your organization.
Adam Robinson, a Co-founder and CEO at Hireology, says that one of the essential values of their company is “Create wow moments”. Taking into consideration this example, one should understand that there is a difference between just reciting a beautifully said phrase, and truly living by it. For this reason, only by knowing what drives your workers in the first place you will find the right words to show them the importance of this value and as a result encourage them to go above and beyond when working with clients. Read more here…
Source: Blog – Hppy