RSS Feed

Feature

More Articles: Latest Popular Archives

Eight ways to engage your staff in the coming year

Craig Bulow - Corporate Away Days

Employee engagement is more than just a buzzword. In today’s economy, it’s an economic necessity. Data from Gallup shows that companies with engaged employees outperform others by 202%. In addition, the study showed that companies in the highest quartile of employee engagement ratings outperform those in the bottom quartile in customer ratings, productivity, and profitability.

Studies show that only 13% of employees worldwide are effectively engaged in their work, with the global costs of unproductivity reaching a staggering $7 trillion. Employee engagement and workplace productivity are inextricably linked. It is repeatedly shown that employees who are absorbed in and enthusiastic about their work perform better and create more value for their organisation. (Source: Gallup)

Yet, extensive analysis by Gallup, reveals engaged employees to be in the minority:

ACTIVELY DISENGAGED – 18%

These employees aren’t just unhappy at work, they act out their unhappiness on a regular basis.

NOT ENGAGED EMPLOYEES – 67% 

These employees are difficult to identify because they aren’t necessarily unhappy or dissatisfied in their job. And even more worryingly, they’re probably the bulk of your workforce.

ENGAGED EMPLOYEES – 15% 

These members of your workforce are totally committed to your company, team and goals. They enthusiastically tackle problems (that aren’t necessarily their responsibility), inspire others and are emotionally invested in the business. Engaged employees often emerge as leaders, innovate and come up with ideas that will fire your business. They understand the company and feel a profound connection with it.

 

(Sources: Gallup Consultancy)

Employee engagement was the biggest challenge for HR professionals in 2019, according to a study by software provider Cascade HR.

Two-fifths (40%) of respondents to the survey of 423 UK HR directors, managers and executives pinpointed engagement as the major issue for next year, with recruitment and retention a close second (37%) and third (36%).

Although, for every company it is important to put the client first, it is equally important to make sure your staff are engaged. This means that they feel connected to the company / business and are motivated to do a good job.

Organisational change efforts have a startling failure rate of 70 percent, and one major reason for this failure is that executives don’t do what it takes to get buy-in from their employees. An Aon Hewitt study found that the number of actively disengaged employees rose by more than 50 percent during situations where job duties were impacted by their company being acquired. Their research found that even employees whose jobs were not affected by an acquisition were 25 percent more likely to be actively disengaged.

  • Employees who feel empowered, respected and like they’re making a difference are more likely to stay onboard, and those who don’t have a 35% chance of staying. (Source: HRDive)
  • There’s a 76% chance of an employee still being at a company after 12 months, after two years that likelihood drops to 59% and after three years to 48% (Source: Forbes)
  • Over 90% believe there is solid evidence linking engagement to performance, and they believe it has the strongest impact on customer service and productivity.

A survey question by Gartner 2019 asking: ‘Which of the following factors are most highly linked to employee engagement in your organization?’ highlighted some interesting statistics:

Relationship with immediate supervisor: 79%

A sense of purpose: 75%

Organizational culture: 74%

Opportunities for career growth: 68%

Enjoyment of work: 68%

Relationship with colleagues: 67%

The pattern is clear: engaged employees are happier, perform better, and provide a better experience to the end customer.

So, how do you engage your employees? Here are eight tried-and-tested ways:

 Include wellbeing training and learning
Businesses with a strong learning culture enjoy employee engagement and retention rates – between 30% – 50% higher than businesses that don’t. Offering career and development training that includes wellbeing topics would keep 86% of millennials from leaving their jobs. (Source: Glintinc)

Wellbeing training should cover evolutionary practices, the three main ones being: Sleep, Diet and Exercise. In addition, at work training on how to look out for signs of stress and burnout in our colleagues is helpful.

Engaging the services of leading professionals in wellbeing and mental health to offer interactive workshops and seminars to educate staff at all levels will help ensure the company’s workers mental and physical wellbeing is kept a high priority.

Investing in your employees with ongoing job training keeps them engaged in their chosen career path and therefore more committed to the company. Training and development also encourages’ communication and connection between colleagues who will share knowledge and experience.

Ideally, once started, keep this face to face communication going in order to build relationships and trust.

Encourage social connections
88% of employees rate connection with their colleagues important to their job satisfaction. However, 73% of employees working in an open planned office fail to talk to one another. (Source: Peoplemanagement.co.uk)

Over the last 20 years there has been a huge step forward in technology, which has changed the way we communicate both at work and socially. Face-to-face communication has reduced, and we’re at risk of losing the human connection – which is crucial to improving engagement at work; 70% of employees said friendships at work is the most crucial element to a happy working life; 74% of women surveyed said they would refuse a higher paying job if it meant working with difficult people. 58% of men said the same thing and 50% of employees that have a best friend at work reported that they feel a close connection to their company. (Source: Inc.com)

After speaking with a number of professionals in the City it was striking to find the majority described their working day as containing little or no personal verbal communication with their peers; it’s always an email. Even if the person is just across the room – email was still the dominant form of communication.

One way to tackle this issue would be to remove individuals from the office and put them in a neutral, social environment. This can be done with an engaging and fun away day, perhaps one that the team has collectively chosen for itself.

Team bonding days have their place – but they are all about work! You are more likely to engage individuals with fun experiences and activities that they would choose for themselves. Imagine offering them a day out they would really love? The sort of thing that they’d happily pay for and organise at the weekends or on a day off in their own time? Imagine how much more impact that would have than something that felt like a ‘work’ day? The interest, excitement and commitment is already there as it is something they actually want to do and/or experience.

Clearly not everyone will have the same interest for every event / activity that is chosen. Perfect! This gives the employer an opportunity to engage different individuals from across the business who share the same interests, creating a common ground that’s ripe for breaking the ice.

For those who like to do other things then the next engaging Away Day can include those who share more of the same interests. Once there are several groups of engaged individuals talking about their Day, in the days or weeks before and after the event, am pretty sure they’ll be looking forward to the next one having already started to engage naturally.

Engaging your staff socially out of the office on inspiring and engaging events centred around wellbeing is a sure way to improve morale and in turn productivity for the company. A company away day with a wellbeing theme can generate up to 800% ROI.

Lead by Example
Belief in senior leadership is the No.1 factor in creating positive employee engagement. 58% of employees say they would start a job with a lower salary if they worked for a great boss. 85% of employees say they would stay longer in a company with an employer who shows a high level of social responsibility. (Source: Glintinc)

 The best way to do this is by example.  Don’t tell them about your great leadership – show them through your own actions. If you make a mistake; take responsibility. If you say you will do something; make sure you do it. If you set a deadline; meet it.

Offer flexible working conditions
75% of employees say they experience greater productivity when they are working from home. This also reduces commuting time, cost of travel, less daily stress and a comfortable environment. (Source: Glintinc)

The downside to this is isolation; employees risk losing even more connection with their colleagues / peers, especially if they are spending the majority of the week working from home with no human contact.

However, arranging social engagements can help to mitigate this by building relationships and ensuring that the people you are dealing with remotely on a day-to-day basis are not just faceless emails, but real people whose personalities you know. It’s much easier to build a relationship and trust when you share a common interest in an event or activity.

Show Empathy
We all like to feel valued for who we are rather than how much money we make. Employees are no different. In fact research shows 83% of engaged staff say “my supervisor cares about me as a person” compared to just 3% of disengaged workers. (Source: Glintinc)

It’s clear getting to know people is worth it. So, if you want staff who care about their work you must first show you care about them as people. Get to know your employees. Find out what matters to each employee professionally and personally. Who’s their favourite superhero? Who broke a world record? What are their career goals? Ask and listen!

Empower Employees
Knowing someone and trusting them are two quite different things! So, as well as getting to know your team, have faith in their abilities. Engage employees by empowering them to take responsibility for their work and new challenges.

Give people the autonomy to get the job done in their own unique way. All this ‘trying and doing’ it for themselves develops employees’ skills through experiential learning. Remember that empowering employees means steering clear of micromanaging. Warning: Other people’s way of doing things may be different to yours (but it just may be better!).

Role Ambiguity

Role ambiguity is often cited as a common cause of workplace stress. Failure to address this issue also leads to task duplication and wasted resources. It’s bad news for both employee engagement and business success. If you want to avoid staff burnout and engage employees, you need to set clear expectations.

Research agrees, with a recent Gallup study revealing ‘clear expectations’ as the most ‘foundational’ factor for employee engagement. By setting clear employee SMART goals, KPIs and expectations from day one staff can better plan and measure their progress. Give each employee the right tools, information, feedback and training to excel in their role. Ensure each employee knows what to do, how to do it and how their work contributes to the company’s wider goals.

Training for career progression
Modern workers are motivated by purposeful work and career progression opportunities. So, to engage employees, give them what they want; personalised training and development to suit their needs. Developing staff skills boosts the expertise, productivity and engagement levels within your organisation.

You can use your knowledge of employees’ career goals or interests to tailor training towards staff preferences. This personalised approach keeps employees motivated as they work towards their personal goals within the wider context of the company’s needs.

Training on how to improve employee wellbeing, for example, diet, sleep and exercise, as well as looking at anxiety and stress levels in the workplace can create agents for change, sharing the knowledge and looking out for those that may need help or advice on being a better them.

Fun at Work
84% of executives thought that employees with a sense of humour do better job than employees with little or no sense of humour. (Source: Linkedin)

Studies show 90% of people say a fun work environment is very or extremely motivating. (Source: Growth Engineering)There are so many ways to have fun and everyone has their personal favourites. An away day for example on an inspiring, engaging and exciting event will build trust, resilience and connections across the workplace at all levels especially with a Wellbeing theme at its core.

A recent 2019 ‘Simply Health Survey’ monitored by CIPD found that those organisations who had wellbeing activities improved morale and engagement by 44% and lowered sickness by 31%.  The survey clearly suggested that many private sector organisations would benefit from a more strategic approach to embracing wellbeing.  And yet, R.E.B.A reports that only 8% of organisations at board level have a wellbeing agenda.  Individuals are more engaged whilst doing an activity which creates a better impact and therefore better results. #

Employee Recognition
We all like to hear those two powerful words every now and again – ‘good job!’ Research suggests employees value recognition more than money. So however big or small a success, make sure you praise your workforce for a job well done. Share the company successes. Encourage everyone to celebrate each other’s successes. By celebrating company-wide achievements you will encourage a supportive work environment and motivate staff.

Recognition is a powerful way to engage employees, with research showing 76% of people find peer praise extremely or very motivating. So, however you choose to spread the praise – be it with a day out, a trip to a special event, in one-to-one sessions, or an old school round of applause – celebrate success!

Engaging your staff doesn’t need to be difficult – but it does need to be done. People don’t work well in a vacuum – they like to be social; they want to know their colleagues and feel that work is a nice place to be with friendly, supportive people they trust – not a daily-drudge with strangers. They also like to feel they are developing within their career, and they need to know they are appreciated. A day out somewhere nice, doing something they enjoy can help you tick all these boxes, so perhaps it’s time to plan an away-day into your company’s 2020 calendar.

 

    Receive more HR related news and content with our monthly Enewsletter (Ebrief)