10 Employee Engagement Ideas That Empower Your Employees

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

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Written by

PepperTap’s collapse shows everything that iswrong with India’s young internet companies

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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

2nd

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5/22



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10 Employee Engagement Ideas That Empower Your Employees