Employee engagement is not an exact science. So far, the whole concept has been built on HR experience, positive psychology and business models that engage a company’s talent towards a productive culture of success.
At the core of employee engagement, similar to any company’s foundation, are some values. These values determine the why, how and what of that company.
In today’s economy, you’re building your company brand both through external as well as internal efforts. Playing two battlefields at the same time can prove to be tricky, that’s why some companies decide to focus their resources only on the external branding front. Meanwhile, they neglect their internal environment, failing to provide an engaging, challenging and appealing workplace.
Enters talent management. A grey area where an HR manager meets a Talent Manager/Chief Happiness Officer. Confusing? Yes. And if it’s confusing for the person actually holding that position, imagine what it does to the employees he or she is supposed to be engaging.
So, we came up with 25 ideas that can save a manager in need of some inspiration. If you’re pressed for time or simply want to save all these ideas, download the free eBook with 25 employee engagement ideas for your team.
1. ASSIGN COMPANY VALUES
Assign one of your company’s values to a certain employee, every month, based on a peer-voting process. The person who best represented that value can be set as an example and be publicly acknowledged for his actions.
2. HAVE TEAMS CREATE THEIR OWN SET OF VALUES
Designing your own game rules makes playing a lot more fun. Team synergy is not an easy objective to attain, and it’s definitely not a rapid one. But it is essential to the end-game objective and to the overall performance of the project. Having teams create a team culture, based on 2-3 commonly agreed values or ground rules can help nurture and speed up that process.
3. ENCOURAGE PERSONAL PROJECTS
Give employees a 1-2 h/ day window to pursue their own projects. Having people from different departments connecting and bouncing ideas can help get a new perspective. Projects and initiatives can get new directions, encouraging a creativity and energy flow that would only benefit the rest of the working hours. Ever heard of the Blue Sky program?
4. ASSIGN A BUDDY/MENTOR FOR EVERY NEWCOMER
An important part of the onboarding process is having someone answer some really important questions. Questions that someone would be hesitant to simply ask a manager. Building a trustworthy relationship with someone with more experience in that company can help guide the newcomer. This way he or she can better adapt and grow part of the team.
5. HAVE THEMED OFFICE DAYS
For the more open-minded companies, this initiative can bring a lot of fun and increase employee loyalty.
6. HAVE TEAM PHOTOS
Have photos of your team on a wall, or frame them around the office. Group photos, funny photos, events photos or random photos snapped when people weren’t watching. It’s a cultural element that can encourage and foster work relationships and employee engagement.
By applying knowledge of the brain and how we work together, Choose Happiness @ Work engages adult learners in a unique and powerful way. It is a powerful tool that engages learning, application, humor and team-building in a fun, facilitative experience and it teaches science-based tools in a way that allows people to safely raise and discuss issues, build trust, and boost engagement.
Each of the over 50 scenarios in the game identifies and provides context for a common workplace situation, followed by a succinct scientific justification for why it is a problem at work. Try it!
8. ENCOURAGE CHARITY
I got an email the other day, after downloading a resource online that simply made my day. The awesome people at Network For Good came up with a Corporate Charity Gift Card. You can personalize your own company gift card and reward employees by allowing them to make a charitable donation to an organization of their choice. Take Aveda’s example. The company came up with a cause that was aligned with their company’s mission, empowered employees to team up and raise money for that cause, in a friendly but competitive manner. And it worked.
9. ENCOURAGE VOLUNTEERING
If you find yourself doubting the classical money-to-charity approach, you should try the new volunteer-for-a-cause angle. Give your employees a couple of days a month to volunteer for a cause they support. Here’s a great reference article.
10. RAISE SALARIES
I’m sure at least half of the people reading this article will have an eyebrow up at this point. Bear with me. In 2008, attrition among AT&T Mobility’s retail sales consultants cost millions annually and impacted the service experience. The company reduced costs, increased revenues and improved the customer experience by developing employees to be more inspired and engaged.
11. REMIND PEOPLE YOUR COMPANY’S MISSION AND VALUES
It’s important that you emphasize, once in a while, what your company stands for. People need to be reminded of why they are doing what they’re doing.
12. RECOGNIZE AND ENCOURAGE INNOVATION
You might have heard some pretty inspiring ideas around the office. What about that project that came together so well and had some amazing improvements that no one initially thought of? Find out who came up with that idea. Give them a friendly “Good job!” or recognize them publicly for going the extra mile…
Source: Blog – Hppy