What's a Unique Approach You've Taken to Improve Employee Engagement?
EmployeeRelations.io
What's a Unique Approach You've Taken to Improve Employee Engagement?
In the quest to boost employee engagement, we've gathered unique strategies from HR professionals and company founders. From centralizing engagement through employee feedback to implementing purpose-driven engagement, explore the five innovative approaches shared by our experts.
- Centralize Engagement Through Employee Feedback
- Diversity Initiatives Enhance Engagement
- Foster Trust with Open Communication
- Tie Bonuses to Client Success
- Implement Purpose-Driven Engagement
Centralize Engagement Through Employee Feedback
Some companies make the mistake of implementing their employee engagement initiatives through several communication channels instead of learning which centralized medium is effective in bringing people together for a mission. Instead of looking outward to understand what competitors are doing, seek and incorporate feedback from existing employees to understand which blind spots the company needs to address to strengthen community engagement. Optimal engagements welcome people to share what they see, hear, feel, and think about what is unfolding before their work environments. Seek feedback from people at all levels of the organization to understand how they perceive engagement through the lens of their role. It's important that leaders and managers are vested in this cause because employees take notice whether this is an isolated effort or a genuine attempt to improve community support among employees.
There are moments when robust employee engagement systems fall short of performance because HR professionals may be lacking a cohesive partnership with management to garner support for the right timing to invest, plan, and execute these engagements. When employee engagements are being created and implemented, it's best to assess their progress over small milestones rather than waiting until the entire initiative is rolled out, revealing that the return on investment is at risk. Blind spots surface easily when a command-and-control approach is exercised for the sake of leading. True leadership reveals itself when employee engagement outcomes organically improve with higher attendance rates, valuable feedback, and quality of job satisfaction. As in life, an organization can’t force people to care, but it can give people reasons to care.
Diversity Initiatives Enhance Engagement
With an ever-evolving workforce that continues to become more diverse each and every day, our organization believes that Diversity, Equity, & Inclusion are essential components for employee engagement. As a result, we've been able to implement several initiatives at our organization to further DEI efforts. These include facilitated learning sessions on DEI topics, launching & implementing a DEI Committee, and also generating several projects directly as a result of our DEI Committee.
One project that sticks out in my mind is a Bulletin Board that we've started doing. This Bulletin Board is displayed at our office, is typically interactive (all employees have a chance to participate), and its theme changes on a quarterly basis. Some of the themes we have done thus far include: Culture, Generations, and Traditions. These Bulletin Boards have given employees an opportunity to share a bit about themselves (and their respective backgrounds) in a unique way.
Obviously, this is one piece of a multi-faceted approach that our organization takes in order to improve employee engagement. However, this specific ongoing Bulletin Board project has created a greater sense of openness and belonging for our employees. In turn, we've seen an uptick in positive feedback via our various communication mediums, as well as greater retention throughout all levels of our organization.
Foster Trust with Open Communication
Through my many years of experience in customer service and business ownership, I've found that fostering trust, open communication, and flexibility are key to improving employee engagement.
Personally getting to know each team member, their strengths, weaknesses, and motivations has allowed me to find the right roles for them to thrive. For example, one employee struggled in a client-facing position but excelled in an analytical role, boosting their productivity and job satisfaction.
We also have an open-door policy and regular feedback sessions. Employees feel comfortable approaching management with concerns and suggestions, which we implement whenever possible. For instance, based on staff feedback, we moved to a four-day workweek. Productivity remained high while job satisfaction and work-life balance improved.
Celebrating wins, both big and small, is also vital. When we achieved a major milestone, I gave each employee an extra paid day off to show appreciation for their efforts. Recognizing achievements makes people feel valued and keeps them motivated to continue progressing. Overall, engaging your employees requires understanding, openness, and a commitment to shared success. When they feel heard, supported, and know their work matters, they'll be fully invested in your organization.
Tie Bonuses to Client Success
As CEO of Rocket Alumni Solutions, I am focused on maintaining an engaged and motivated team. One unique approach I have taken is tying employee bonuses directly to client retention and growth. Each employee is assigned a set of clients, and if those clients renew their contracts and expand their services over the year, the employee receives a percentage of the revenue increase. This gives each team member a sense of ownership over their work and a tangible incentive to go above and beyond for their clients.
I also believe in cultivating an enjoyable work environment. We have a very casual, collaborative office culture with frequent team lunches, happy hours, and off-site retreats. Giving employees opportunities to connect outside of work leads to stronger relationships, improved communication, and higher job satisfaction.
Finally, I empower employees to shape their roles and contribute their own ideas. Many of our team members started in entry-level positions but have taken on more responsibility over time as they've proven themselves. We have an open-door policy and encourage feedback at all levels. This level of autonomy and the ability to grow within the company is highly motivating.
Several of our employees who began as part-time college students now lead key parts of the business. Their career progression is a testament to our commitment to development and the power of an engaging work environment.
Implement Purpose-Driven Engagement
As a culture evangelist, I've always believed that true employee engagement goes beyond traditional perks or team-building exercises. It's about creating an environment where every individual feels valued, heard, and empowered to contribute to the organization's success. One unique approach I've advocated for, which has consistently shown remarkable results, is what I call 'Purpose-Driven Engagement.'
At its core, Purpose-Driven Engagement is about aligning employees' personal values and passions with the organization's mission. When employees see how their work directly contributes to a larger purpose, it ignites a sense of ownership and motivation that goes beyond the usual job satisfaction.
This approach starts with deep, meaningful conversations. I encourage HR professionals to create platforms where employees can openly discuss their personal goals, values, and what drives them. These discussions help to identify common threads between individual passions and the organization's objectives. Once these connections are established, we can then tailor roles, projects, or even entire initiatives that allow employees to pursue their passions while advancing the company's mission.
For example, if an employee is passionate about sustainability, they could be given the lead on green initiatives within the company. Or, if someone is driven by community service, they might head up corporate social responsibility efforts. The key is to ensure that employees see their work as more than just tasks—it's a way to fulfill their personal sense of purpose.
This approach doesn't just improve engagement; it transforms it. Employees connected to a purpose are more proactive, innovative, and committed. They're not just working for a paycheck—they're working for something they believe in. This shift leads to higher satisfaction, reduced turnover, and a stronger, more cohesive company culture.
In conclusion, Purpose-Driven Engagement fosters a workplace where people feel genuinely connected to what they do and why they do it, creating a deeply engaged and motivated workforce.
