Employee Engagement Ideas

By Sonam Shaikh
Employee Engagement Ideas

Every company wants to attract and keep the best talent. This makes employee engagement and retention at the top of every manager’s priority list.

So, what is the stumbling block in this?

Many employees get easily get turned off by the job and start looking for jobs in 2 to 3 years’ time.  Reasons could by any- salary, perks, monotonous job, not getting along with their manager, long hours of work time, far away distance from home etc. Quick turnover drains companies both financially and the quality of the team. There is a lot of effort put in by the HR personnel in selecting an appropriate employee for a post in the company which also includes financial burden. When the turnover of the employee is high it adds burden to the team, the department, the company and to the customers or vendors too.

Retaining your best employees ensures the company keeps a great culture, and it costs less – studies show that it costs 40% of an employee’s annual salary to replace them, let alone the hassle and inconvenience of having to train up a new employee.

Here are some employee engagement ideas the best HR professionals and business leaders have incorporated in companies.

Engagement Activities.

1. Involving employees in business planning process

Presenting the most important issues of your company Quarterly or half-yearly to the team and elicit actions to address those issues. Involve your team in planning ahead, assessing opportunities and to come up with improvement ideas for your business strategy.

By promoting transparency and offering them a strategic insight into how the company is being managed, you’ll foster loyalty and trusting your employees can automatically raise employee engagement.

2. Create a knowledge sharing system

One of the biggest costs of a high employee turnover rate is the loss of essential information. A knowledge-sharing system helps the company avoid that cost, to some extent, and it’s also a great engagement driver for newcomers.

You can have a mentorship program, pairing experienced employees with newly hired ones or use communication software. Create a learning program template that they should follow, giving them enough space to test their own learning methods. Give them a timeframe, a set of objectives and let the relationship unfold on its own.

3. Make sure new hires get to know the whole team

An employee who feels cared for and is surrounded by people who bond with them is much more likely to feel happy and engaged at work. We all get to know our bosses and direct reports pretty well, but it’s also important for new team members to build relationships with the rest of the staff.

4. Encourage knowledge sharing in a creative way

Teams are oftentimes isolated within their project and their workspace, that they have no idea what the rest of the company is doing. Create an open sharing space, once every 2 months or so, where every team can present updates on their project and key learning points. Teams will evolve much more rapidly, using the knowledge shared and the different experiences on every project.

To minimize the risk of this turning into a boring meeting, making it fun and creative. You can have a theme per each sharing session. Remember, creativity is a key happiness driver and in turn make it encourages engagement.

5. Encourage and provide learning opportunities

Create your own Academy, where employees can access the knowledge and development opportunities that they need. One of the top 3 reasons why employees quit companies: lack of learning prospects.

Assess their needs and their preferences, create a curriculum and set-up 1-2 classes per month. Get them involved in deciding how you should schedule these learning initiatives (during or after working hours).

Make it engaging and rewarding with a graduation ceremony, certificates, caps and flowers and even a fun night out.

6. Promote perks that boost mental and physical wellbeing

Have your own Office Olympics where everyone can get involved and have fun. Promote wellbeing and the benefits of a healthy lifestyle in a fun, competitive way.

Get to know each other in a different environment and connect people with the same interests. It’s a great chance to get some of those chair-numbed-muscles going and bond in a friendly competition. Hiring humorous and  talented people to make the day more enjoyable encourages employees to look forward to such occasions.

7. Find out what your team members are passionate about

Know what your team is passionate about. Are they into mountain biking? Do they write a personal blog? Do they want to backpack around Southeast Asia next summer? It’ll help you connect with them and show them that you care about their interests. You might even try to find ways to integrate their interests into the workplace. If an employee loves to play table tennis and complains that she never has anyone to play with, consider forming a casual company league.

8. Create excitement about upcoming opportunities

Make sure you communicate upcoming opportunities regularly. Get employees excited and striving for what’s next. Do it in your internal newsletter, face-to-face or during a general update meeting.

Encouraging employees to invite Current job opportunities with in the organization.  Loyalty towards the organization encourages employees to shift to other jobs and thus these employees are retained within the organization.

If you’re a leader at your organization, your team probably get to hear you talk…a lot. Share your responsibilities and increase engagement by asking a different person lead your meetings every week.

9. Encourage volunteering

Show your commitment to community and social responsibility by giving your employees a couple of hours each month to get out of the office and participate in community service. Giving back creates a positive mentality. It also fosters pride and loyalty. This generates employee engagement towards the organization since the community focuses on the organization for which they stand for something they can be proud of and that we offer them meaningful, purposeful work and an opportunity to grow, learn, contribute and succeed.

10. Let them create their own onboarding experience

Make the onboarding fun and not a pain for newcomers. Create a self-guided onboarding experience. People are much more likely to remember and assimilate information that they get on their own. Set the ground rules, give them basic instructions, a list of objectives and a timeframe. For example, a 60 days plan, with some basic milestones.

Let them swim on their own. Oftentimes, onboarding processes fail to provide actual value and initiate a dialogue. Let new employees create their own onboarding experience and figure out their work preferences. Encourage some of the older employees to provide answers and get to know the new hires.

11. Create your own internal magazine

Create your internal employee-focused magazine with fun columns, featured stories and opportunities. Who wouldn’t like to be featured on the cover as Employee of the Month? Instead of having the “head honchos” or even Human Resources start a newsletter, form a committee of employees who want to coordinate it. The volunteers will love the chance to share what they find important and the readers will love getting company news from their peers.

It can be an online magazine or a printed one. Or, it can be both, a monthly online issue and a quarterly printed one.

12. TEDx [ Evam Tech Labs ] . Sounds good right?

Image of Seminar

Have your own company TEDx-like Talks where you get to share ideas, boost creativity and encourage innovation.

Make your workplace less about work and more about the people there. Their ideas, experiences and aspirations. Give them a chance to be the source of their inspiration, boosting morale and creativity for everyone in the company.Bring in an in-office motivational speaker can boost the moral of the employees.  At times hiring a motivational speaker to come into the office can also help. Employees will be grateful for the opportunity to grow and learn from experts and will come out of these experiences more energized and focused.

13.The League of Extraordinary Managers

Managers are a key business component and an equally important engagement driver.

Create a coaching program for managers and teach them to care. Coach them towards maximum contribution and satisfaction, align them with the organization’s strategy, mission and values and show them how to recognize attitude, effort and results.

14. “I am my own hero”

Encourage individuals to design and own their career paths, instead of relying on the company or their manager. Employees need to take initiative and set a career goal for themselves.

Have people write their goal on a piece of paper. Put it in an envelope and close it. Then, after 6 months or a year, give them the sealed envelopes back to see if they’ve realized that goal.

For this activity, managers have a guiding role. They can understand and help align employees’ aspirations with the organization’s career development point of view.

15. Rewards to pep the employees.

Research says that the primary cause of employees leaving their jobs is because of the lack of appreciation. Recognizing hard work and achievement in the workplace increase employee morale, encourage healthy competition, and creates a positive atmosphere. With higher motivation comes better engagement, happiness, and ultimately retention. Also celebrating the team in different ways avoiding stereotype brings welfare among employees. Then there can be ways to make the organization unique. Here are a few suggestions:

  • Make your team members feel special on their birthdays, work anniversaries, their first day of work, etc. Or even better, make it completely random so it’s unexpected.
  • Find an inspirational quoteor page from a book and send it out to your team on Monday mornings. It’s a super-easy way to get people motivated and inspired and a day that’s typically slow to start.
  • Create some healthy competition and reward excellent performance with incentives for successful goal achievement. Tickets to a game, dinner for two or are inexpensive ideas that can help people feel more invested in their work.
  • Pick a day of the week where one employee brings in treats to share with the team. Eventually, looking forward to food day will be a major bonding moment for the whole team. Not to mention some employees will even love the chance to show off their baking prowess.
  • Pick one day every month to ban emailing. If someone has a question, they’ll have to go talk to their coworkers in person. Even if they only talk for a few seconds, that face-to-face interaction with coworkers makes priceless employee engagement moments.
  • Not acting on employees’ valuable feedback will kill employee engagement. A survey conducted quarterly to find out how they’re feeling. While some of their desires and wishes might be difficult to act on, send them updates explaining the progress you’ve made towards addressing their concerns, even if it’s just scheduling a meeting with your CEO.
Employee Engagement Ideas
  • Everyone takes a different approach to problem-solving. Schedule meetings where you reveal a big problem facing the company with complete transparency.Let employees take a crack at explaining how they would solve it. Employees will feel more engaged in company outcomes and they might just solve a few problems while they’re at it.
  • Office trips are fun, engaging, and a great way to bond. An annual office trip can be established as a sort of office tradition and will be a good thing to look forward too.
  • Invest in your team’s growth is one of the best you can make as a manager. It’s a win-win because they get to improve on a skill, and in turn, they help your organization improve.
  • A vent box is the evil twin of the suggestion box. Encourage employees to fill the box with their complaints, but be sure to keep anonymity sacred. Your employees’ deepest frustrations might also be excellent opportunities for learning.
  • Invest in your team’s growth is one of the best you can make as a manager. It’s a win-win because they get to improve on a skill, and in turn, they help your organization improve.

The list can be endless.  Creativity can bring in more ideas to encourage engagements among employees!!

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