The Practical Guide to Employee Engagement

See People as Hearts, Not Resources

Demonstrating the value of employee engagement requires looking at people differently and understanding the experiences and work conditions that drive their commitment.

Claude Silver, Chief Heart Officer at VaynerMedia, says that understanding employee engagement requires seeing people as “hearts,” not as resources. Silver renamed the HR department as the “People and Experience team,” a move that demonstrates the company’s focus on creating more authentic, positive experiences at work. Those experiences, in turn, enable employees to give and be their best.

When you focus on people, their experiences at work, and what matters most to them, you learn what it takes to keep them engaged. Only by examining the top drivers of employee engagement can you hope to move the needle in a positive direction.

Employee engagement ideas:

• Regular feedback and recognition: The words “thank you” have a powerful impact. Employees are more likely to give their best when they know their effort and results are appreciated and recognized. Recognition need not be only in the form of a promotion or raise. It can take many forms, from a shout-out in a staff meeting to an email acknowledging an employee’s hard work.
• Opportunities for skill development: Employees are energized by learning opportunities that support their career aspirations and build their confidence. Support for employee growth and development demonstrates that the organization cares about them, encouraging employees to also care more about the organization and its goals.
• Positive work relationships: An SHRM study found that relationships with coworkers were one of the top five drivers of employee engagement. When people have opportunities to connect with coworkers, they also connect with the broader company.
• Communication and collaboration: In today’s interconnected world, effective and frequent communication is a requirement for company survival and growth. It’s easier to build engagement when individuals and teams share information, ideas, and resources. Developing a culture of collaboration helps encourage transparency and trust, two necessary ingredients for engagement.

With a clear understanding of the key drivers of engagement, you’ll need to make the case for introducing the right tools to measure and improve engagement. Social networking, e-learning, and fun, unstructured activities offer unique opportunities for employees to develop connections and build a deep sense of commitment to the organization.

Measure Employee Engagement, but Then Improve It

Like with most things in life, you need to understand the current level of engagement before you can take concrete steps to improve it. Measuring engagement is necessary for knowing where the organization is, where it needs to be, and how much progress you’re making over time.

For starters, look introspectively at why you think your organization might be failing at employee engagement.

Learn more about the reasons you might be failing at employee engagement here.

This is where employee engagement surveys come in. Ask your team about what they like and dislike about their work environment and how they want to be engaged and rewarded. This feedback can help you understand how people feel about their team, their manager, or even the cafeteria food. This feedback will help you focus your employee engagement activities in the right areas.

Collecting employee feedback is useful, but simply asking the right questions won’t improve your morale and productivity. It’s what you do with that information that helps you get down to the business of actually improving employee engagement. Demonstrate a genuine interest in your employees’ experiences at work.

Regular survey follow-up is a must. Research shows that employees are more engaged when the company takes action after asking for feedback. A Quantum Workplace survey found that employees whose managers follow up with them after a survey are 12 times more likely to be engaged.

Armed with this fresh perspective on enhancing employee experiences, you can start to build a culture that offers plentiful opportunities for employees to get to know one another, have fun, and pursue their passions. You can also enlist the support of culture champions and promote activities that bring people together and build enthusiasm.

Employee engagement activities and tools include:

• On-demand access to coworkers: A live org chart that syncs with contacts and calendars allows employees to connect on a deeper level than email alone. Try setting up a mentor program or interdepartmental communication opportunities.
• Fun, unstructured activities: Scavenger hunts, biking outings, and other activities help people build relationships with employees inside and outside their work group.
• Self-directed learning: E-learning empowers employees to pursue relevant skill building at their own pace, and gamified tools make learning fun.
• An outlet for sharing: Employees bond over shared experiences with the help of social platforms such as GaggleAMP, Yammer, or a live org chart that lets them populate their profile with interests and fun facts.
• Frequent communication: Regular feedback and one-on-ones build trust and encourage individuals to feel more invested in their work.

Check out even more employee engagement ideas here.

Improving engagement requires more than conducting an employee engagement survey or making one-off improvements that fade with time. Employees will be motivated to do their best work when they have free access to people and information, and when they have opportunities to share their passions and interests with others.

Employee engagement software also helps you avoid a drop-off in employee engagement. Employees will notice if you make a big push but neglect the follow-through—leading to unhappiness in the workplace, employee turnover, and decreased productivity.