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8/18/2019 10 Employee Engagement Ideas That Empower Your Employees
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25/04/2016 10 Employee Engagement ideas that empower your employees | NISHA RAGHAVAN - Your HR Buddy !! | LinkedIn
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10 Employee Engagement ideas that empower your
employees
Looking at the employee engagement survey you might be trying to figure out
what is that million dollar technique that successful organizations do to engage its
employees. Well, infact all the surveys get lost with time,collect dust and don’t get
to the leaders desk for any actions to be taken afterwards. Instead of surveys,
make everything about our people and treat them well enough to empower them.
Here are 10 employee engagement ideas that empower your
employees
Provide career advancement opportunity within the company
Knowing the career path and opportunities for growth can make your employees
go that extra mile and go above and beyond what is expected from them. Career
opportunities drive engagement, retention and productivity and so every
employee who is aware of how he can develop and progress within the
organisation would definitely be engaged. If you look at the employee
engagement or “great place to work” surveys, employees value possibilities for
advancement within the organization as the number one priority above any other
motivators. Here are top 25 companies that provide career opportunities within
the organization as per Glassdoor.
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Let the managers be mentors
The study, “ What Drives Employee Engagement and Why It Matters” states that “
a ‘caring’ manager is one of the key elements that drives employee engagement”.
A manager’s ability to build strong relationships with employees, build strong
team interaction and lead in a “person-centered” way creates an engaging
environment in which employees can perform at the highest possible level. A
good manager who lead by examples should act as a mentor instead of just being
a dictator. Line managers have a pivotal role in making their employees engaged
by supporting them to achieve their full potential. Ensuring that they feel
respected is a key contributor to the organizations growth.
Create a culture of Recognition
Recognized employees are engaged employees. Be it from top to down or peer to
peer, create a culture where employees are recognized and appreciated for their
great work across the organization. Make real time feedback a practice and don’t wait for a special day to come to applaud the good work. Be sure to recognize
employees when they embody organization’s values and cultural norms.
Align Employee goals to business goals
Collaborate with employees while setting their individual performance goals. Let
them pursue what they love to do which will in turn leads to engagement and
productivity . Let your employees know how their work adds up to the
achievement of business goals and how they are valuable partner. Create a win win situation where an employee can pursue achieving his personal career goals
and it turn can contribute to achieving business goals.
Let employees feel like they are heard and valued
Most organizations make a point in getting the buy in from leadership but it is
necessary to get the buy in from your employees as well to get a sustained growth.
And for that listen to your top performers and what they have to say. Let them
have an opportunity to share/address their questions/concerns, present their
thoughts where they can openly communicate to leaders and executives. Help
your employees feel like their voice are heard and their feedback is valued within
the organization.
Provide flexibility and make them accountable
Employees tend to be more productive and engaged when they have the flexibility
to get to results in their own ways. For e.g., letting your salaried employee
telecommute when he needs to be around his family due to personal reasons. For
employees knowing his organization provides flexibility makes them more
accountable in what they do and more committed and engaged.
Live up to what you stand for
http://nisharaghavan.com/category/employee-engagement/http://nisharaghavan.com/create-a-recognition-culture/http://nisharaghavan.com/10-mistakes-managers-make-during-performance-reviews/http://www.dalecarnegie.com/assets/1/7/driveengagement_101612_wp.pdf
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Employees often feel pride in where they work and what they do. Let your
employees know what your organization stands for and how leadership team
embodies organizational values and culture. Be sure to follow through on your
promises and gain your employees trust. A work culture that builds under trust
and integrity will have committed and engaged workforce.
Have a stake in employee wellness
It’s been proven that healthier employees are more productive employees and
happier employees. Building a culture of wellness makes your workforce realize
that their employer has interest in their well being and care about them as an
individual. The Employee Wellness Program has become the new standard at
Best Companies. Here is a glimpse of what Wellness programs look like at the 100
Best workplaces to work .
Provide ownership of the job
Instead of micro managing with frequent follow ups or providing a task driven job
give your employees full ownership of their job and get the best out of them. Give
them the authority to make flexible decisions and make sure they have everything
that is required for them to do their job. Giving ownership fosters an environment
that is trusting, enables ideas to flow and makes your employees more
responsible for their success.
Encourage failure, appreciate risk takers and innovators
Create an environment where failures are accepted and encouraged. This will help
nurture a relationship where trust, togetherness and constructive criticism are
valued and appreciated and which will inturn make a great impact on
engagement. Appreciate risk takers and innovators to spur innovation at
workplace. Employees will be more engaged if their job allows them to be
creative, innovate and helps unlock the potential in them.
Nisha Raghavan is a Global HR professional with extensive experience in
handling Talent Management, Employee Engagement and Cultural diversity at
work place. She writes about her Global HR experiences at her blog Your HR
Buddy!! She is a Co-host of DriveThruHR - HR's #1 Internet Radio Show and the
Founder & host of India HR LIVE – Internet TV channel for HR pros. She was
listed as one of the Top 100 most social HR experts on twitter by Huffington
ost. Connect with her on LinkedIn, Facebook & on twitter at @TheHrbuddy
http://www.linkedin.com/pulse/channel/leadership_and_managementhttps://twitter.com/TheHrbuddyhttps://www.facebook.com/HRbuddyhttp://www.linkedin.com/in/nisharaghavanhttp://indiahrlive.com/http://www.drivethruhr.com/http://nisharaghavan.com/http://nisharaghavan.com/give-ownership-to-your-team-to-get-the-best-out-of-them/http://www.greatplacetowork.net/component/content/article/168-us--100-best-companies-to-work-for-overview/1557-trend-employee-wellnesshttps://www.linkedin.com/today/social/flag-article-form?contentUrn=urn%3Ali%3AlinkedInArticle%3A5885782060894806016&articleType=author
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Like Comment
Arlene Kussner-Manville
Encourage risk taking and innovation-yes! Encourage failure?? I think
"create an error tolerant environment" would be a better way to phrase that.
I don't think I would want staff to think its good to fail... Just that we will
accept stumbles while continue to strive forward. Just my opinion, perhaps
just seman tics.
Like(5) Reply(1) June 20, 2014
Raul Chavez, NISHA RAGHAVAN - Your HR Buddy !!, Tim Allard, +2
NISHA RAGHAVAN - Your HR Buddy !!
Arlene,
Thank you for your comments. I would rather let my employees
to try something astonishing than to hold back because of the
fear of failure. It is OK to fail and it is OK to let your employees
know that organization accepts their failure when they are
trying to innovate. It is not that everyone should do things right
at the first time when they are trying something new.
Like(2) June 21, 2014
Irshad K and J Antony Xavier
AUTHOR
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