Best practices for building employee engagement are shifting as HR leaders continue to discover what keeps employees happy and invested in their work. This week’s’ 5 for Friday brings you articles with insight and information on what it really takes to get employees engaged and keep them that way.
- The 5 New Rules of Employee Engagement. ERC: “Historically, employee engagement has been an employer initiative or an annual survey endeavor. It’s been mostly focused on implementing workplace programs, but not addressing systemic, cultural problems that hinder engagement. This traditional approach has had limited success. Nowadays, the more effective way to improve employee engagement is embedding it into the culture: assessing it on an ongoing basis via surveying, having senior leaders commit to it as a priority, cascading it throughout the organization, and sustaining it.”
- Employee Engagement Starts in the Recruiting Process. Acacia HR Solutions: “First impressions are hard to overcome. Imagine an employee who went through a crappy interview process. They took the job because they were really interested in the opportunity – or worse – they just needed to work. Even if you do everything right from the start, you are starting behind. The employee already has a negative impression of the company that you have to overcome just to get to ground zero. Any negative occurrences just reinforce what happen to them in the recruiting process and employee engagement takes a few steps back again.”
- Employee Bonding: How Work Benefits. BambooHR: “Sometimes employees feel strained interacting with one another inside the office. But when employees are taken outside the office and are surrounded by an informal setting—even trees and birds if you provide an outdoor setting—they can relax and enjoy each other’s company. Other times, employers provide a weekend retreat that includes dinners and seminars. Because employees are spending time together after hours and in different situations as a whole group, employees have more opportunities for bonding and relating to one another in finding common interests. It’s nice to get away from the ringing telephones and other office noises and really get to know each other.”
- Want Engaged Employees? Tell Them Why. Talent Culture: “Engagement is forged with different tools — trust, loyalty, open communication, clearly-articulated goals and expectations, shared values and well-understood reward systems. It really isn’t about how the office is designed, or how many toys you offer as distractions. It’s about treating employees as humans who are worthy of respect. How can you expect an employee to “get it” if you don’t communicate a shared sense of mission, vision and goals? Tell people why you want them to work at your company, and why you think they’ll succeed. Then you can focus on how they can achieve those goals.”
- Employee Engagement: Where Do We Begin? Kinesis: “Unfortunately, HR departments everywhere are implementing Band-Aid solutions like ‘employee engagement programs’ with canned presentations that fall short of adding true meaning to the people they are trying to reach. The truth of the matter – and what these Band-Aid solutions miss – is that people are engaged by a sense of community and personal growth. Your employees care about having meaning in their day and mastering new skills. In order to facilitate this type of motivation and have people in your organization who are truly engaged – you need to get intentional about changing your company’s culture.”