But remember that the only way to benefit from giving employees a voice is to respond and react to their suggestions. Next, they looked at survey data specifically for their highest- and lowest-quality managers. Best Employee Engagement Practices/ Activities ... Request if you can share Best Practices/Activities prevailing in your organizations it will help in fulfilling my purpose. Social media is a very powerful tool to get your word out to a huge set of relevant audience. This way they would also gain access to various corporate privileges offered by top brands on various things. We’ve all heard the phrase “employee engagement.” It’s a common term that’s often linked to a multitude of business benefits, including better productivity, profitability, lower turnover, and higher employee satisfaction rates. Engagement simply won’t increase with an annual survey or employee engagement activities ppt for managers to use. If many employees are nearing retirement, consider allowing them to invest their professional development funds into their retirement accounts. Fixits are 24-hour sprints where teams focus 100% on finding solutions to specific problems. One dilemma that has challenged organizations for a long time is how to engage frontline employees. This is a guest post by Mike Sonders, Head of Marketing at Spoke, a simpler, smarter way for HR and People teams to manage employee requests. To bookmark a post, just click . As such, business leaders have now shifted their focus for driving higher productivity towards improving employee engagement. Here’s how Charles Duhigg summarizes Project Aristotle’s findings in his piece for The New York Times: What Project Aristotle has taught people within Google is that no one wants to put on a ‘‘work face’’ when they get to the office. Internal communication plays a pivotal role in ensuring that there is a good amount of mutual understanding and cooperation within the workforce. During his tenure as Senior Vice President of People Operations (HR) at Google, Laszlo Bock, They discovered that there are two types of people: “Segmentors” and “Integrators.” Segmentors. They used that feedback data to create a baseline for determining management quality, and then they used that baseline to identify managers of the highest and lowest quality. SAS Institute is one of Fortune’s “, What they learned from SAS Institute is that the foundation of building a great place to work is, A 2017 study conducted by Future Workplace found that employee burnout is currently the, One of the biggest causes of employee burnout is, According to Prasad Setty, VP of People Operations at Google, one of the, But giving their employees freedom and flexibility isn’t a matter of blind trust. Google only hires ambitious people—the types of people who do their work whether someone’s watching or not. Eventually. According to data from Google, in 2014—before implementing Diversity Core—the company’s gender split in technical roles was 17% female and 83% male. Best Practices, LLC conducted this benchmarking survey to examine the activities driving employee engagement programs and their impact on organizations output. However, this can be dealt with very efficiently by creating a good workplace health and wellness program. And all of these depends on the level of engagement employers practice at their workplaces. Another way to prevent burnout by giving employees more control is to allow for flexibility in work schedules. If many employees have young children, consider offering childcare reimbursement instead of/in addition to tuition reimbursement. And the only magic potion for this that is both feasible and to an extent very cost effective came in the form of employee engagement. Emotional intelligence training is one way for HR teams at SMBs to promote trust and respect in the office. This is not the most sexy starting point – but definitely the most important one! Secondly, employers will enjoy the benefits of a healthier workforce in the form of lower absenteeism and highly engaged employees. Google’s approach to this problem is 20% time. Such a program will have two benefits: First, it’ll encourage the employees to adopt a healthy lifestyle and bring a change to their existing work habits. It is the trust between the employer and the employees that keep things running smoothly within the organisation. Effective employee engagement can be as simple as talking with your employees each day, or as elaborate as a team retreat. Employee engagement approaches for new employees Best practice recommends starting right at the selection or recruitment stage with: The right person and giving them a realistic job preview A strong induction and orientation programme Rigorous training and development, from technical to soft skills to leadership development programmes. Below are the top 25 employee engagement activities to engage, retain and boost happiness among your employees: Regular Feedbacks. 11. Insightful articles, best practices and trends in HR innovation, A free resource center with practical guides on HR management, Listen to thought leaders on best HR practices and trends. A perk like 20% time inspires employees because it allows them to focus on things they’re passionate about. Also, it badly affects both the employer-employee relationship and the work environment in an organisation. The effect of recognition is the most when it’s done immediately after the successful completion of the work. looking for ways to boost engagement, discover new ideas and exciting opportunities by learning more about the employee engagement practices at Google. That’s a lesson Google learned during Project Aristotle—the company’s quest to determine the composition of the perfect team. Employees spend up to 20% of their time at work every week on projects that inspire them. Overall, these employee engagement surveys ensure that the culture of engagement remain robust and improve over time. Integrators, on the other hand, struggle to separate work and life. If you don’t have leadership buy-in on making changes, it’s probably not worth asking for feedback. The reason that makes them special is these employees have higher productivity compared to others. For example, Google’s Dublin office ran a program called “Dublin Goes Dark” that required employees to drop off their devices before leaving the office. By playing games, coworkers will have to work together to achieve a common goal and learn skills such as leadership, respect, and trust to become a better teammate which they can thus transfer into actual work projects. Several studies and researches have proven that most employees remain unhappy at workplace because of improper engagement activities. Google only hires ambitious people—the types of people who do their work whether someone’s watching or not. One of the biggest causes of employee burnout is lack of control at work. Letting your employees curate their own plan for getting the work is much appreciable rather than imposing them with orders from the top. Employee engagement is an organizational effort that requires a long-term vision in a business strategy context, if it is to improve productivity and retention rates. While most Googlers work some version of a Monday through Friday, 9 a.m. to 5 p.m. schedule, they can vary it up whenever they need to. Well, the same goes for companies. Greater participation by staff leads to better teamwork. One of the earliest findings from gDNA results was that the idea of work-life balance is flawed. But since most SMBs don’t have access to those resources, the better approach is to look at what Google has learned and adopt those practices at your company. In 2015, Google expanded its 20%-time perk to create Diversity Core—a program that allows employees to allocate their time to diversity projects and initiatives. One of the long term benefits of supporting your employees in their career growth can be seen in the form of employee retention. This data helped Google identify an area with tremendous potential for improving engagement. Organizations thrive on the collective efforts put in by all its employees as a team. It is what one can say as the core requirement for an engaged workforce. Always reach out to the employees by yourself from time to time. Gamification. To increase employee engagement with best employee engagement strategies, the first step is to create a holistic engagement strategy, of which the engagement survey is just one part. It is one of the most important employee engagement best practices. Determine your biggest issues. Assign roles, and stick to them - From manager to executive, from intern to company veterans, everybody must have a role to play in the employee engagement best practice program, unifying disparate teams, and making synergy a business imperative. In fact, the company is well-known for its lengthy, detailed, and thorough, There are plenty of ways to support flexibility at your company. However, you may be thinking now if it’s even possible? Studies have shown that the most capable employees at a company are often overloaded with work. Google’s, If you’re part of an HR team at a small or medium-sized business that’s. Employee Engagement Best Practices in 2020 February 2020 During this podcast we’ll share the best methods for preparing, administering, and rolling out the results from your employee engagement survey based on over 20 years of experience conducting surveys around the world. If flex time means people take the afternoon off for appointments or errands, it’s probably not as much of a blow to productivity as leadership may imagine at first. But many discussions of Google’s benefits focus on the wrong thing—they focus on what the benefits are and not why Google offers them. © Vantage Circle. Get an employee orientation program. All your employee engagement best practices will go in vain if you don’t instil a healthy work environment in your organisation. Employee health and wellness is one of the forefronts of an employee engagement program. Healthy employees are the true assets of an organisation. So, you must always make it a point to acknowledge your employees instantly for their great work even if you do it verbally. Provide PTO specifically for time-off related to learning and development. The best strategies for employee engagement. Employee engagement: 10 best practices for improving your culture A culture of engagement can improve business productivity and employee retention. A Complete Guide to Decoding and Driving Employee Engagement. Taking short breaks from work to meet up with colleagues has been proven to be effective for boosting employee engagement and productivity. Lead and motivate your employees from the front to ensure they are well motivated. 1. Even being an employer or a manager you’ll agree with this fact. Googlers enjoy those amenities any time they want—even in the middle of the workday. Engaging employees keeps trade unions at bay. are people who are able to go home at the end of the day and completely forget about work. Eventually, the company turned to data to answer that question, launching a study called Project Oxygen. Here’s how Google shows its employees that they’re valued. Today’s cloud-based employee engagement platform lets your employees decide on what they want to get for themselves. Using a decade’s worth of data collected about Googlers—covering everything from their educational and career backgrounds to their interests and eating habits—researchers and data scientists attempted to find patterns among Google’s highest-performing teams. An article about Google just wouldn’t be complete without covering the company’s unique benefits. Encourage senior leaders to be more open and honest with employees—and to encourage their reports to do the same. Your employees spend half of their time at work, so they should never hate work. Believe me, such ill practices are enough to put your engagement efforts on the backfoot. In other words, they embed the new employees in the culture. And for the same, you can support your employees by providing them with study materials and access to professional counsellors. engaged employees have higher productivity, creating a good workplace health and wellness program, Microaggressions in the Workplace: What You Can Do About It, 6 Leadership Behaviors That Matters In 2021, Employee Management: Meaning, Importance, Tips, Tools & More, A Brief Guide On How To Manage Disgruntled Employees, What Managers Should Focus On While Setting SMART Goals For Teamwork, Change Leadership: 6 Methods To Transform, Innovate, And Overcome. Th… We humans, like it the most when we are applauded amidst the mass. Infact, many of the techniques that boost employee engagement often work for managers too. but also the confidence to share that voice with others. After that, you can subsequently plan and create a better engagement program that would suit your workforce. Don’t consider giving your employees the same perks and rewards over and over again. And remember that people are most productive. Participation in company affairs helps generate new, innovative ideas. Doing so, will gain you your employees' trust and reflect back as increased employee morale and satisfaction. There are plenty of ways to support flexibility at your company. Including 20% time in annual goals is important because it gives HR and managers the ability to measure progress and see the outcomes of the initiative. Thus, team building activities should be an essential part of your engagement practices in the workplace. Are we really measuring engagement, or something different? Employee engagement in HR. Watch the fun unravel! Each organization contains a wealth of information and the best practices that have been proven to work best. In today’s work environment, a large number of employees fall prey to chronic health diseases due to the sedentary lifestyle. The technical term is ‘construct validity’. In Google’s early days, founders Larry Page and Sergey Brin focused on two things: creating a better way to find information on the internet, and making Google a great place to work. Until the top brasses adopt to healthy work ethics expecting the same from your subordinates is absurd. In its early days, Google founders Page and Brin wondered if a flat structure—one without managers—was better than a traditional workplace hierarchy. Employees now stay bonded to their work desk without much physical movement which has led to the rise of these diseases. Project Oxygen researchers gathered feedback data from employee surveys. To find out what makes a company a great place to work, they met with executives at SAS Institute. In simple terms, the better the work environment within the organisation the better your employees are engaged. However, like everything, to get the best results out of something in the long term you need to follow it’s best practices. These requirements may vary based on the size of the workforce, work environment and other such factors. 2020 All rights reserved. Even if your plan is to simply recreate Google’s learnings at your company, it’s important to test the changes first and measure the outcomes. So, the best practice to avoid this would be to first understand what your employees desire from their workplace. We would love to hear them from you through your comments below. They’ll often have suggestions for making specific improvements such as engagement games or improvement initiatives. It is very important to keep a check on where your employee engagement practices are heading towards. 10 tips to engagement. When putting together the benefits package for SMBs, consider what you know about company employees, and use that information to design unique benefits: If you don’t know enough about employees to know what benefits they need, collect information from managers, or include demographic questions in engagement surveys. Implement a program like Diversity Core at your company by allowing employees to set 20% time goals toward projects that promote diversity and inclusion in the workplace, and consider adopting some of Google’s other practices: When analyzing data from gDNA results, Google’s People Analytics team noticed that fewer female software engineers were getting promoted than males. According to Prasad Setty, VP of People Operations at Google, one of the company’s core tenants is “if you give people freedom, they will amaze you.”. Hence, it is always advisable to articulate all the happenings and situations arising within the company to your employees. A murky employee engagement program would rather make the employees feel demotivated. No one wants to leave part of their personality and inner life at home. If these numbers seem small, remember that Google employs more than 70,000 people; even a mere 1% increase is more than 700 people. A: Employee engagement activities aim to boost participation, strengthen relationships, and help employees feel more comfortable communicating with their teammates. The work environment matters a lot for efficient implementation of employee engagement best practices. Follow these tips to improve employee engagement. Drop a mail at editor@vantagecircle.com. Successful employee engagement best practices never end. They also want their leaders to recognize the importance of people in the journey. Allow employees to work from home when needed, adopt flex schedules, increase the amount of. But many discussions of Google’s benefits focus on the wrong thing—they focus on. Employee Engagement :-i) Employee Focus Group are set of meetings with the group or team of employees along with their business heads and HR.This platform can be used to share information, encourage people to ask questions and talk about their issues. Side Projects. Best practices for employee engagement Add bookmark. If your employees don’t show interest in the work they do and are just performing the mundane activity, there are lesser chances that they will … The answer to this is “YES!”. Or as Jim Goodnight—SAS Institute’s founder and CEO—says: “If you treat people as if they make a difference, they will make a difference.”. Additionally, Glassdoor’s “Employees’ Choice” list of best places to work has featured Google every year since 2009. It lets them know that their work is worth to their organisation and also inspires them to give their best to whatever work they do next time. But, … No one is perfect and every one of us need some external help in one way or the other at some point in time. Less than one-third (31%) of people are Segmentors. Fortune’s annual list of the “Best Companies to Work For”, But Fortune isn’t the only one praising Google as a great place to work. Tell people what you learned and how you plan to resolve the issues. Moreover, it enables you to take swift action against anything that may lower down the organisations level of engagement. If confidentiality is a concern, handle all scheduling within HR, and set up one on ones instead of group meetings. If you have anything to say here then we would like to hear from you in the comments below. Accordingly, you should help out your employees and assist them with your guidance for mitigating whatever issues they are facing. Let them choose anything they’re excited or passionate about. They discovered that there are two types of people: “Segmentors” and “Integrators.” Segmentors are people who are able to go home at the end of the day and completely forget about work. This will give you an accurate idea of the issues your employees might face at the workplace or in their personal lives that adversely affects their productivity. 17 Employee Engagement Best Practices for a Healthy Workforce. For managers, several engagement strategies enable them to perform at higher levels. David MacLeod defines employee engagement in his 2009 report to UK government as: “A workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.” Always ensure a happier and productive workforce those working there the organisation goal of their own plan for getting work. 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