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10 Employee Engagement Ideas to Improve Teamwork

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10 Employee Engagement Ideas to Improve Teamwork

The expectations of jobs have shifted towards a more personal approach. In the past, high pay and health benefits were the motivating factors for workers –as long as they were paid well, it didn’t matter what kind of job they were doing. However, the needs of employees have changed, and workers are now looking at engagement and fulfillment as significant factors when considering job opportunities.

So, what is engagement? Simply put, engagement in the workplace comes from having the right conditions that allow employees to maximize their potential.

The difference between an engaged employee and an unengaged one is quite visible. An unengaged employee is not invested in the company; they do the bare minimum and work just enough to get paid. However, an engaged employee goes above and beyond for the company because they are invested. They see potential in their work and the impact it can have on the company. In other words, an engaged employee sees value in the company and is willing to invest their effort and time beyond what is expected of them.

Having engaged employees could mean the difference between being an average company and an exceptional company. According to Forbes, companies with high engagement outperform those without by 202%.[1] Knowing this, it’s no wonder why employers have suddenly started paying attention to employee engagement.

Like diversity, engagement can be challenging to include in the workplace, despite the consensus agreeing on its benefits. For those looking to increase engagement in the workplace, consider these 10 ideas:

1. Set Expectations and Provide Orientation for New Hires

A study done by Jobvite stated that 33 percent of new employees quit in the first 90 days of working.[2] Of those employees, 43 percent left because the role wasn’t what they expected or led to believe. Having an engaged workforce requires actual workers; and if your new hires keep leaving, you won’t have a workforce.

Here is how Alden Tseng from Wayfindr, a software company focused on streamlining the job application process, describes this issue in his latest article on how to remedy it:[3]

“Sometimes, job descriptions fail to convey key information or are unable to describe the full scope of certain job openings. Before posting a job listing, make sure you are describing the position in detail. Include essential information like what an average day looks like, key skills that are required, and what you expect your employees to learn while on the job. Offer a new hire orientation that enables individuals to acclimate to the company culture and their peers.”

It is vital to ensure that an employee’s first impression of the company is favorable. A study done by the Wynhurst Group reported that employees were 58 percent more likely to be with an organization after three years if there were on-boarding (orientation) programs.[4]

2. Constantly Communicate with Employees

Feedback is crucial in encouraging worker engagement. Employees want their opinions to be heard, especially when it is directly impacting how they work. Opening channels for employees to provide feedback creates chances for management to re-evaluate their decisions and allows them to improve the workplace.

However, it isn’t just about receiving feedback from employees. Feedback goes both ways, and it is important for managers to provide feedback to employees.15Five’s research into employee engagement yielded these staggering statistics:[5]

  • 98% of employees who received little to no feedback are disengaged
  • Employees who received feedback on their weaknesses were 20x more likely to be engaged
  • Employees who received feedback on their strengths were 30x more likely to be engaged

Feedback between the two parties is a sign that each party is invested in the other’s success. For employees, giving and receiving feedback means they are part of the team –not just another invisible worker that has no voice in the company. For employers, it shows that employees are invested in the company’s wellbeing and want to share their opinions on how to better the workplace.

The other part is of course the type of language you use with your employees. The funny part is that the way you communicate with your customers often translates into how you communicate with your employees.

Jeremy Boudinet, a Marketing Manager at Nextiva, a VOIP phone system, CRM, chat and all inclusive communication suite for businesses puts it the following way:

“We see a TON of overlap in how a company communicates with its’ employees and how it communicates with their team. The language that you use, the frequency of communication, the type of communication – a ton similarities here. I’ll say even more – an influx of new angry customers usually correlate with employees leaving from a company.”

3. Highlight Employee Achievements

Workers now want to work for a place where they matter. Research done by Penna concluded that 43% of workers cited having an opportunity to contribute to the success of the company created a positive work environment.[6]

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Employees want to know their work is impactful to the company. One of the factors causing disengagement comes from when a worker feels like their work is meaningless. They may see their job as more of a chore than a chance to improve the company. Employee recognition can be anything from a simple thank you letter to a feature on the company website.

Adam Legas, founder of Nanohydr8, a fitness drinks company, spends 1-2 hours per week making sure his employees are properly recognized, here is how he describes it:

“Recognizing an employee’s achievements shows them that their work is crucial towards company success –it gives their work meaning.”

4. Incorporate On the Job Training

While the requirements of a job may have many similarities, each company has its own procedure and expectations. New employees need to be trained in order to perform the functions of their jobs correctly and in a way that is in line with the company. Without training, it would be impossible for new hires to produce quality work.

A recent survey found that 40 percent of new hires that receive poor job training leave within the first year.[7] It would be counter-productive to replace an employee if all it takes to help them succeed is training. Hiring a replacement is an expensive and time-consuming process –one that could be avoided by merely training the workers at hand.

5. Provide Support for Out of Office Learning

With the rise of automation, the future of the workforce depends on up-skilling and adapting to technology. A report done by McKinsey predicted that automation could destroy up to 73 million jobs in the United States by 2030.[8] Workers will need new skills and training to be successful in a post-automation world.

Investing in your employees’ learning and up-skilling is essential to keeping engagement up. By supporting their learning initiatives outside of work, it shows them that the company is actively supporting their individual growth.

As an employer, providing learning opportunities for workers also increases brand awareness and favorability among job-seekers. With 42 percent of millennials citing learning and development opportunities as a deciding factor when choosing jobs,[9] employers that encourage learning will have bigger talent pools to choose from.

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Employees want to work for companies that support their learning and development. It’s a widely held misconception that investment in employee training is riskier than it once was. In fact, since the 1980s, median job tenure has increased (from 3.5 to 4.6 years) and we are spending more time at work each year (1,638 to 1,811 hours per year).[10]

As labor markets tighten and the half-life of skills shrinks, more employer-funded training is a win-win. Employers increase their appeal to new employees, as well as the engagement and productivity of current staff, and individuals enhance their skills, value and future employability.

6. Be Open-Minded with Experimentation

Experimentation allows employees to flex their creative muscles and offers them an opportunity to try something new. Experimentation doesn’t always end in success, but it is an opportunity to consider alternatives and new forms of thinking.

Experimentation builds trust between employers and employees by showing employees it’s okay to fail. Employees are more willing to apply new ideas and try new things if they know the company is supporting them –opening the opportunity for innovation.

7. Venture Out of the Office

Workplace engagement, at its core, is about humanizing the workplace. Aside from the brief time during interviews and reviews, management rarely has time to get to know their workers. The workplace environment leaves very little time and room for employees and employers to form relationships. Increasing engagement at work may require an approach that doesn’t include the workplace at all –a company trip.

Company trips are the perfect medium where management and employees can learn more about each other. The more people know each other, the more invested they will be in each other’s success. For employees, this is an opportunity to see managers in a different light –as humans.

Furthermore, company trips reward employees for their service and increase morale. It shows employees that their contributions do matter, resulting in higher engagement.

8. Offer Flexible Working Conditions

Working remotely has long been attached to the stigma of a lazy, unmotivated worker. However, this idea couldn’t be further from the truth. Remote workers carry the same responsibilities on-site workers do.

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Working at a desk in an office every day isn’t ideal for productivity. Different people prefer different environments, and remote work fills that need. A study done by Stanford concluded that remote workers were 13.5 percent more productive than their peers working in an office and 50 percent more satisfied with their job.[11]

9. Promote a Healthy Lifestyle

Health is wealth, and nowhere is it more apparent than in the workplace. An engaged workforce must be healthy, both mentally and physically. It is important to encourage a healthier lifestyle because healthy workers are capable workers.

A survey done by Virgin Pulse found that 85% of companies say wellness programs support engagement.[12] Unhealthy factors such as the lack of sleep, poor diet, and stress all play a role in determining how successful a worker is in the workplace.

Healthy initiatives can range from providing healthy snacks to providing stress management classes. It is essential to keep these initiatives because high stress is one of the most significant factors in causing disengagement. Promoting healthy initiatives prevents workers from being overworked and overstressed at work, creating a more engaged workforce.

10. Make a Positive Impact

Employees want companies that are positively impacting the world. Volunteer options to better the community not only builds brand awareness but also increases engagement and worker empowerment. Working together as a team to bring good into the world can be a valuable team-building exercise and creates an atmosphere of positivity.

Volunteer initiatives and philanthropic work enable workers to get involved with the community. It makes them feel good knowing that their company is standing for something positive. A recent report stated that participation in corporate social responsibility initiatives increased productivity in the workplace by 13 percent.[13] In the same report, the authors also concluded that engaging in volunteer work reduces employee turnover rates by 50 percent.

Final Thoughts

Employee engagement is a glimpse into a more human side of the workplace. In the past, we saw employees just as workers and companies as faceless entities –and it worked for a long time. However, the new generation of workers and the future of the workplace is more human than that –they want to change the world.

Engaged employees happily go to work knowing they’re positively impacting the world. It isn’t about the money –it is about being human and providing a place where workers can grow and learn.

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Featured photo credit: Brooke Cagle via unsplash.com

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Dmitry Dragilev

Single-handedly grew a startup from zero to 40 million page views, Dmitry is a role model for aspiring entrepreneurs.

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Last Updated on August 25, 2021

Why Personal Branding Is Important to Your Career

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Why Personal Branding Is Important to Your Career

As a recruiter, I have met and interviewed hundreds of candidates who have no idea who they are.

Without a personal brand, candidates struggle to answer the question: “tell me about yourself—who are you?” They have no idea about who they are, what their strengths are, and how they can add value to the company. They present their CV’s believing that their CV is the key to their career success. In some ways, your CV still has its use. However, in today’s job market, you need more than a CV to stand out in a crowd.

According to Celinne Da Costa:[1]

“Personal brand is essentially your golden ticket to networking with the right people, getting hired for a dream job, or building an influential business.” She believes that “a strong personal brand allows you to stand out in an oversaturated marketplace by exposing desired audiences to your vision, skillset, and personality in a way that is strategically aligned with your career goals.”

A personal brand opens up your world to so many more career opportunities that you would never have been exposed to with just your CV.

What Is Your Personal Brand?

“Personal branding is how you distinctively market your uniqueness.” —Bernard Kelvin Clive

Today, the job market is very competitive and tough. Having a great CV will only let you go so far because everyone has a CV, but no one else has your distinct personal brand! It is your personal brand that differentiates you from everyone else and that is what people buy—you.

Your personal brand is your mark on the world. It is how people you interact with and the world see you. It is your legacy—it is more important than a business brand because your personal brand lasts forever.

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I have coached people who have very successful careers, and they come to me because they have suddenly found that they are not getting the opportunities or having the conversations that would them to their next role. They are having what I call a “career meltdown,” all because they have no personal brand.

A personal brand helps you become conscious of your differences and your uniqueness. It allows you to position yourself in a way that makes you stand out from the pack, especially among other potential job applicants.

Don’t get me wrong, having a great CV and a great LinkedIn profile is important. However, there are a few steps that you have to take to have a CV and LinkedIn profile that is aligned to who you are, the value you offer to the market, and the personal guarantee that you deliver results.

Building your personal brand is about strategically, creatively, and professionally presenting what makes you, you. Knowing who you are and the value you bring to the table enables you to be more informed, agile, and adaptable to the changing dynamic world of work. This is how you can avoid having a series of career meltdowns.

Your Personal Brand Is Essential for Your Career Success

In her article, Why Personal Branding Is More Important Than Ever, Caroline Castrillon outlines key reasons why a personal brand is essential for career success.

According to Castrillon,[2]

“One reason is that it is more popular for recruiters to use social media during the interview process. According to a 2018 CareerBuilder survey, 70% of employers use social media to screen candidates during the hiring process, and 43% of employers use social media to check on current employees.”

The first thing I do as a recruiter when I want to check out a candidate or coaching client is to look them up on LinkedIn or other social media platforms, such as Facebook, Instagram, and Twitter. Your digital footprint is the window that highlights to the world who you are. When you have no control over how you want to be seen, you are making a big mistake because you are leaving it up to someone else to make a judgment for you as to who you are.

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As Jeff Bezos, the founder of Amazon, once said, “Your brand is what people say about you when you are not in the room.”

In her book, Becoming, Michelle Obama writes about the importance of having a personal brand and her journey to defining her personal brand. She wrote that:

“if you don’t get out there and define yourself, you’ll be quickly and inaccurately defined by others.”

When you have a personal brand, you are in control. You know exactly what people will say about you when you leave the room.

The magic of a personal brand is that gives you control over how you want to be seen in the world. Your confidence and self-belief enable you to leverage opportunities and make informed decisions about your career and your future. You no longer experience the frustrations of a career meltdown or being at a crossroads not knowing what to do next with your career or your life. With a personal brand, you have focus, clarity, and a strategy to move forward toward future success.

Creating your personal brand does not happen overnight. It takes a lot of work and self-reflection. You will be expected to step outside of your comfort zone not once, but many times.

The good news is that the more time you spend outside of your comfort zone, the more you will like being there. Being outside of your comfort zone is where you can test the viability of and fine-tune your personal brand.

5 Key Steps to Creating Your Personal Brand

These five steps will help you create a personal brand that will deliver you the results you desire with your career and in life.

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1. Set Your Personal Goals

What is it that you want to do in the next five years? What will your future self be doing in the next five to ten years? What is important to you? If you can answer these questions, then you are on the right path. If not, then you have to start thinking about them.

2. Create Your Unique Value Proposition

Create your unique value proposition by asking yourself these four questions:

  1. What are your personality features? What benefit do you offer people?
  2. Who are you and why do people enjoy working with you?
  3. What do you do and what do people want you to do for them? How do you solve their problems?
  4. What makes you different from others like you?

The answers to these questions will give you the information you need to create your professional story, which is the key step to creating your personal brand.

3. Write Your Professional Story

Knowing who you are, what you want, and the unique value you offer is essential to you creating your professional story. People remember stories. Your personal story incorporates your value proposition and tells people who you are and what makes you unique. This is what people will remember about you.

4. Determine Which Platforms Will Support Your Personal Brand

Decide which social media accounts and online platforms will best represent your brand and allow you to share your voice. In a professional capacity, having a LinkedIn profile and a CV that reflects your brand is key to your positioning in relation to role opportunities. People will be connecting with you because they will like the story you are telling.

5. Become Recognized for Sharing Your Knowledge and Expertise

A great way for you to promote yourself is by sharing knowledge and helping others. This is where you prove you know your stuff and you gain exposure for doing so. You can do this through social media, writing, commenting, video, joining professional groups, networking, etc. Find your own style and uniqueness and use it to attract clients, the opportunities, or the jobs you desire.

The importance of having a personal brand is not going to go away. In fact, it is the only way where you can stand out and be unique in a complex changing world of work. If you don’t have a personal brand, someone will do it for you. If you let this happen, you have no control and you may not like the story they create.

Standing out from others takes time and investment. Most people cannot make the change by themselves, and this is where engaging a personal brand coach is a viable option to consider.

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As a personal brand coach, working with my clients to create their personal brand is my passion. I love the fact that we can work together to create a personal story that defines exactly what people will say when you leave the room.

Other People’s Stories

Listening to other people’s stories is a great way to learn. In his article, 7 TED Talks About Personal Branding, Rafael Dos Santos presents the best Ted Talks where speakers share their stories about the “why,” “what,” and “how” of personal branding.((GuidedPR: 7 TED Talks About Personal Branding))

Take some time out to listen to these speakers sharing their stories and thoughts about personal branding. You will definitely learn so much about how you can start your journey of defining yourself and taking control of your professional and personal life.

Your personal brand, without a doubt, is your secret weapon to your career success. As Michelle Obama said,

“your story is what you have, what you will always have. It is something to own.”

So, go own your story. Go on the journey to create your personal brand that defines who you are, highlights your uniqueness, and the value you offer to the world.

Featured photo credit: Austin Distel via unsplash.com

Reference

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