Last Minute Employee Engagement Ideas

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Employee Engagement Ideas that Actually Work

So, it’s that time of year. You just did, or you’re about to, collect employee engagement feedback and you’re looking for a cut and dry list of employee engagement ideas you can use to boost the numbers for 2017. You came to the right spot!

Scroll down if you just want the list of employee engagement ideas. But, if you’re serious about boosting engagement, you might find that what comes before the list just as useful!

Employee Engagement Ideas

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What the heck is employee engagement anyway?

Employee engagement is a huge term!

Ask for a description of what an engaged or disengaged employee looks like and anyone can give you a spot on answer. Ask for a concrete definition, and most people find themselves at a loss for words.

At RoundPegg we like to think of engaged employee as individuals who are on the ball.

You know the look!

These are the folks who are early to meetings. These employees bust butt to make contributions that have an impact beyond their job description.

Unengaged employees are the polar opposite. They surf the web, like Facebook or Instagram photos and show a trend of absenteeism. Oh ya, they’re the same folks that quit or are politely asked to leave for performance or not “being a fit” to the team.

But what causes employees to be engaged or disengaged?

It’s great to describe employe engagement. That way you know what to look for!

Engaged employees feel a sense that their contributions have a positive impact on the destiny of the organization and their own future.

The trouble is, those descriptions put a lot of onus on the individual. Each seems to suggest that employees naturally fall into one bucket or the other.

If employees are either hard workers or lazy, there’d be no reason to put in the heroic efforts many HR leaders do to boost employee engagement.

Engaged employees feel a sense that their contributions have a positive impact on the destiny of the organization and their own future. Engaged employees know that their hard work will drive their company towards a bright future. They know that the harder they work the better life gets.

Disengaged employees are disillusioned.

These employees feel that no matter how hard they work there is nothing they can do to positively affect the future for their organization or themselves.

Think about a top performer who has suddenly lost interest. Maybe they were passed over for a promotion and an underperforming teammate, who is closer with the boss was selected instead. To this person it’s obvious: There is a total misalignment of values between themselves and their organization.

To this top performer it’s clear that results don’t matter. They begin to ask him or herself, “why should I bust butt to make a difference when it doesn’t pay off?” Lucky for them, they can skate by on intelligence and collect a paycheck.

Or maybe the entire customer support team is disengaged. Employees have been dropping like flies and customers are complaining about long wait times. Could it be that you hired a team of unmotivated saps? Unlikely. Think about the ways you reward, communicate, and make decisions with these employees and how that aligns with your employee’s core values.

Think of it like this. Imagine you know for sure that these employees value

  • rewarding team success
  • making friends at work
  • being people oriented.

The problem is, your management strategy highlights the individuals who take the most calls, totally neglects to include things like NPS score or customer responses and discourages employees from bonding in the workplace.

In that scenario, the management strategy is a complete mismatch with the values of the employees! It’s not hard to see why employees turnover and underperform.

Learn what employees value most and how to engage them on their terms!

This list of employee engagement ideas will turn things around!

Organization wide employee engagement is systemic. There is no amount of trust falls, company pizza parties, or team bonding activities you can do that will boost employee engagement for the long run.

We all want a company of engaged employees, they are great contributors and make the work environment more enjoyable. Now that you know what you’re looking for and what drives employee engagement in the long run you can use this list of employee engagement ideas to create an environment where employees thrive. It only takes two steps

  1. Create an environment where employees feel that their efforts have a positive impact for themselves and the company.
  2. Mirror employee core values in your management strategy.

The responsibility for each of these areas falls directly on management. Managers are the day to day contact for employees and research is clear that an employee’s relationship with their direct manager is the best predictor of success. Lean on managers to create an environment where employees feel like they can make a difference.

This list of employee engagement ideas is 100% based on employee core values. Once you know the values that are most important on your teams you can use the list to tailor your management strategy to fit each unique team and drive high employee engagement.

Team Values

Engagement Idea

Sharing information freely
  • Assess current information sharing needs and put into place policies and procedures that will make it easier to share and transmit information.
  • Determine what road blocks may be preventing the easy dissemination of information in your organization.
Opportunities for Professional Growth
  • Create programs that rewards successful goal achievement with an assignment or training opportunities that require your employees to stretch beyond and learn new skills
  • Identify development
    opportunities they feel would better allow them to contribute to the overall organization and commit to providing them with feedback about the broader impact of their contribution on a regular basis
Taking individual responsibility
  • Ensure that there are processes in place that encourage and reward accountability by individuals
  • Identify specific examples of procedures or policy that would make it easy for an individual to avoid being held accountable. Develop plans that will monitor goal attainment more regularly.
Confronting Conflict Directly
  • Identify which conflict issues need to be tackled and set a time and process for addressing them now and on an ongoing basis
  • Propose a process that allows all sides to weigh in directly and fully with a third party mediator when there is conflict in play.
Rewarding Team Success
  • Put in place group rewards to recognize the group for achieving specific goals and be sure to attribute success to the entire team, rather than to individuals when providing written or verbal praise.
  • Define goals and projects that require group success rather than the results of any one individual employee. This can include team contests that require group success rather than individual performance.
Being Competitive
  • Create processes and goals that track and reward relative success for all participants, be they individuals or groups.
  • Ask individuals and teams to identify the competitive goals they would like to achiever over the next 30,60 and 90 days, and put a plan in place to support those efforts.
Being Supportive
  • Identify areas where you can create a plan to provide supportive actions to help them be successful and commit to following up on the plan on a regular basis.
  • Identify areas where employee may feel under supported and put in place plans to improve those areas with education, enhanced tool sets, coaching opportunities, and even simple 1:1 meetings.
Being Quick to Take Advantage of Opportunities
  • Identify specific areas of initiatives were quickly jumping on opportunities is acceptable and commit to providing employees with feedback about the organizational impact of their quick actions on a regular basis.
  • Meet regularly with employees to discuss and reveal career enhancing opportunities that need to be filled quickly. This way you can efficiently fill new needs while simultaneously providing opportunities for employees to take advantage of opportunities.  
Having High Performance Expectations
  • Have your employees and teams identify and define the goals they most want to achieve in the next 30, 60, and 90 days and put process and procedure in place to hold employees accountable to those goals
  • Ensure that not just employees, but also the support staff is held accountable to high expectations that will ensure your employees reach their goals.

If you’re serious about boosting employee engagement, these employee engagement ideas might be just what the Dr. ordered. The only trouble with doing engagement like this is that you need to know for sure what values are important on each individual team in your organization.

If you’re short on time, that can be tough. Heck, even if you have all the time in the world that can be hard.

We make software that can help!

Our employee engagement software is the only solution that provides employee engagement ideas that are based 100% on what your employees value. Set up a call to learn more!

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