15 Employee Engagement activities that you can start doing now

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Before you start spinning numbers and planning activities, you need to realize that employee engagement is a mindset. The only way that an engagement strategy will yield results is if you start with the “why” of the matter, with each activity and event you plan.

Start by looking at your team as real people, with ideas, aspirations, accomplishments and challenges, within the workplace and outside of it. These people are not a means to generating business results, they are a formidable resource that needs to be understood and nurtured in order to deliver on what’s expected of them as workers.

WHY IS EMPLOYEE ENGAGEMENT SO IMPORTANT?

As a manager, keeping your employees engaged is perhaps the biggest challenge you face. It’s also a huge opportunity to gain long-term commitment and discretionary effort from your team. That effort will ultimately lead to higher sales and fewer mistakes.

There is more and more convincing evidence that improving employee engagement can significantly improve company performance across a number of key areas, such as; profitability, productivity, customer satisfaction, innovation, health and safety, sickness and absence, turnover and wellbeing.

But, in order to achieve that, your engagement efforts have to be aligned with your overall business strategy. Implementing unplanned ideas and activities that you think might help, without monitoring or measuring their impact, is a waste of time and resources.

BUSINESS COMMITMENT TO EMPLOYEE ENGAGEMENT

You have to be clear about “what” you want to achieve in your company, before jumping to “how” you’re going to go about it. Your HR function is essential in defining and planning an employee engagement strategy that aligns with your organization’s goals.

Like we pointed out in a recent article, HR has a much more strategic function within a company and should be involved in the business planning process to ensure its profitability. Being inherently cross-functional, the HR function has a high degree of authority in terms of managing the employees who will ultimately execute that strategy.

Employee engagement is not an isolated HR process. In order for it to deliver the benefits we talked about earlier, it needs organizational commitment and involvement to implement efficient initiatives.

Now that we have that covered, whether you’re simply browsing for some ideas that might boost up morale or if you’re putting down the final details for your HR strategy, here are 15 activities ideas that you should try! If you’re short on time or if you prefer to have it all in a pdf, download the free eBook and go over it when you have more time to design and implement these employee engagement activities.

15 EMPLOYEE ENGAGEMENT ACTIVITIES

1. INVOLVE EMPLOYEES IN YOUR BUSINESS PLANNING PROCESS

Every 6 months, or even quarterly, present the most important issues in your company and the actions made to address those issues. Involve your team in planning ahead, assessing opportunities and coming up with improvement ideas for your business strategy.

By promoting transparency and offering them a strategic insight into how the company is being managed, you’ll foster loyalty and you’ll also have a prepared leadership pipeline.

2. CREATE A KNOWLEDGE SHARING SYSTEM

One of the biggest costs of a high employee turnover rate is the loss of essential information. A knowledge sharing system helps you avoid that cost, to some extent, and it’s also a great engagement driver for newcomers.

You can have a mentorship program, pairing experienced employees with newly hired ones or use communication software. Create a learning program template that they should follow, giving them enough space to test their own learning methods. Give them a timeframe, a set of objectives and let the relationship unfold on its own.

3. ENCOURAGE KNOWLEDGE SHARING IN A CREATIVE WAY

Teams are oftentimes isolated within their own project and their own workspace, that they have no idea what the rest of the company is doing. Create an open sharing space, once every 2 months or so, where every team can present updates on their project and key learning points. Teams will evolve much more rapidly, using the knowledge shared and the different experiences on every project.

To minimize the risk of this turning into a boring, mandatory 2h meeting, make it fun and creative. You can have a theme per each sharing session. For example, this month’s theme is “Mafia movies” and the Sales team decides to present its updates in a Godfather-like manner. Remember, creativity is a key happiness driver.

You should also try the Happiness at Work Card Game for teams! Designed as a tool for team performance and employee engagement, the game consists of over 50 common workplace scenarios and over 100 science-based solutions. Each scenario identifies and provides context for a common workplace situation, followed by a succinct scientific justification for why it is a problem at work. Each solution falls within one of four categories: Practice Positivity, Subdue Stress, Flow to Goals, and Revitalize Relationships. The cards provide many unique practice opportunities that meet the needs and working styles of diverse teams.

4. SHOW THEM THE MONEY

Nothing builds trust like showing someone your financial statement. And that’s exactly what you should do in your company.

Josh Carlile, who’s the CEO at leading paper writing service WritingsGuru explains:

Nothing builds trust like showing someone your financial statement. And that’s exactly what you should do in your company.

Give your team a quick presentation of the financial state of your company, every quarter or at the end of the year. Show them how everyone’s efforts are linked together, set bold objectives for the next months and get everyone involved in meeting those objectives. You’ll notice that this activity links back to the 1st one.

Encourage employees to take responsibility for the success of the company if you want them to put in their discretionary effort.

5.   ENCOURAGE AND PROVIDE LEARNING OPPORTUNITIES

Create your own Academy, where employees can access the knowledge and development opportunities that they need. This is one of the top 3 reasons why employees quit companies: lack of learning prospects.

Assess their needs and their preferences, create a curriculum and set-up 1-2 classes per week. Get them involved in deciding how you should schedule these learning initiatives (during or after working hours).

Make it engaging and rewarding with a Graduation ceremony, caps and flowers and even a fun night out…

Source: Blog – Hppy

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