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Employee Engagement

 

A detailed study conducted by the Forbes Coaches Council has recently highlighted some key employee benefits by which companies are boosting engagement and productivity. One thing which in particular the millennials appreciate is flexible work schedules. As employees these days are pressed for time but keen to maintain fitness, such fitness programmes on-site can be really beneficial. Along with this, healthy food must be accessible at the workplace. Corporate training programmes must explore the opportunities to conduct sessions on mindfulness and emotional intelligence. Financial education needs to be built in among employees. Special guidance must be provided to newly minted parents or those who are balancing the same while working. Similar form of retirement coaching also needs to be built in to face the myriad challenges. There should even be designated spaces where employees could simply take power naps or snooze breaks. Occasionally to stimulate creativity, flash walks may be initiated. A culture of gratitude where people’s efforts are acknowledged needs to be put in place. Employees must feel a sense of purpose to their work and their contributions ought to be accorded the due importance. As yearly rewards, incentive based trips ought to be offered.

Source:https://www.forbes.com/sites/forbescoachescouncil/2017/07/05/14-employee-well-being-initiatives-that-will-boost-engagement-and-productivity/#502c6b7967bc

Uploaded Date:10 July 2017

An HR consulting startup Just-works has a position of VP who needs to work on both customer and employee success. This startup like several other firms believes that satisfied customers and happy employees are mutually dependent. The Gallup report which recently showed how few Americans are actually engaged at work, directly corresponds to poor customer service satisfaction. This correlation was proven by marketing research conducted by the Tempkin Group’s Employee Engagement Benchmark Study. For creating a more employee-engaged organization, certain steps have emerged to be near universally successful. First of all, employees must feel that activities in the firm correspond to their personal and professional development. Corporate training must remain an integral part of the work patterns. Support towards employees needs to be demonstrated at difficult times. This may be done through individual sessions, coaching or additional benefits being provided. Ultimately, employees must feel a sense of fun and enjoyment at work as this will keep them engaged at it. The ones who perform must be generously doled out rewards and recognition. This recognition need not be financial, but an acknowledgement of the good work done or effort put in.

Source:https://www.forbes.com/sites/shephyken/2017/05/27/how-happy-employees-make-happy-customers/#6d2a307d5c35

Uploaded Date:27/06/2017

Employee engagement is now considered a key ingredient in winning the other engagement, the one for customers. A higher quality standard and measurable metrics being defined is the first step for this. The healthcare sector was able to implement such policies effectively because a large set of people realized the urgency of the same. A 1999 report stating that just short of a hundred thousand people die every year in hospitals from avoidable errors, proved to be the catalyst as it triggered a tremendous reaction. Cleanliness, nursing and physician care have all improved leading to improvements in healthcare stemming not from patient but employee engagement. Organizations are becoming adept at using business analytics to measure customers’ viewpoints, yet this can only carry us thus far. Beyond a certain stage, it gets imperative to evaluate the reasons for failure. A dynamic culture where employees are engaged brings results beyond measurable statistics.

Source:http://diginomica.com/2017/06/06/employee-engagement-winning-strategies/

Uploaded Date:27/06/2017

Employee engagement has been proven to be extremely effective in improving productivity. A twenty percent rise in productivity has been confirmed via a study by the Society for Human Resource Management (SHRM). Another study anchored by the Workforce Research Foundation has confirmed that a ten percent increase in engagement investments can lead to an increase in profits by a staggering US$ 2,400 for each employee. The talent recruitment and retention rates improve. The Corporate Leadership Council has advocated an increase in workplace happiness at places where employees are better engaged. Innovation at work also rises. Certain methods have been identified to ensure this engagement improves. One such is regular communication in the form of feedback forms, suggestion boxes and insights. Pulse surveys can be introduced to glean greater business intelligence about employee considerations. Achievements of team members must be recognized as this instills greater motivation. Opportunities must be set aside for employee growth. The company culture also needs to be reshaped to be relevant in the present scenario. For this the employees need to be empowered towards decision making. Realistic expectations must be set and communicated clearly. The management also needs to be consistent in engaging with employee.

Source:http://www.hrmorning.com/employee-engagement-ways-to-build-it-up/

Uploaded Date:27/06/2017

The Millennial generation might just turn out to be the most entrepreneurial ever in history. A number of them are abandoning typical 9-5 jobs for more entrepreneurial or freelancing gigs. Several factors have precipitated this trend. Some of them were forced. One such was the financial recession of 2008 which let to huge declines in real wages or stable work opportunities. Business research conducted by the Wall Street Journal shows that in the year 1970, ninety two percent of thirty year olds were out-earning their parents but this figure stands at a mere fifty one percent now. Millennials also do not want to be closeted inside office complexes, but are exploring newer options. This generation grew up on YouTube videos and programmers are treated with great awe. So they are leveraging their individual artistic or creative abilities and monetizing them. Platforms such as Docu-Sign, Dropbox and Invoice-2-go are enabling social collaboration much easier on smartphones. Innovation is a key criteria to measure success for this generation, thus setting up high expectations for the next one.

Source:https://www.entrepreneur.com/article/294885

Uploaded Date:27/06/2017

Keeping millennial employees engaged is no easy task. They have built a reputation for switching jobs early, and always looking for the next challenge. That is why renowned publication Forbes has drafted down a list of ideas which must be adopted to ensure they remain engaged at work. First of all, a creative, flexible work environment needs to be presented to them where they can constantly learn, work on innovations and are rewarded for productivity rather than processes. Constant management training needs to be curated where new learnings can be incorporated within collaborative environment. Millennials crave recognition, and thus companies must carefully note the insights they provide on how to improve the work. A conducive team environment must be developed as this also fulfils employees’ social needs. Occasionally the HR must also considering gauging employee business intelligence on their perceptions by activating anonymous surveys. The technology being used by the company must empower the employees and not burden them with rigid processes. Millennials do not want to produce work while suffering in their personal lives. This is why a work-life balance is necessary so employers must curate the schedules according to employee schedules. Most importantly, millennials must feel that they can make a difference. A feeling of economic and social relevance will increase engagement and reduce employee turnover.

Source:https://www.forbes.com/sites/forbeshumanresourcescouncil/2017/06/15/keeping-millennials-engaged-requires-flexibility-and-creativity/#127b9ae0f82c

Uploaded Date:27/06/2017

A detailed report by marketing research giant Gallup has claimed that only a third of US employees are engaged as opposed to seventy percent of them overall for the world. For this a social strategy is being recommended across the board. Some methods have in addition been identified to increase employee engagement. Employees must be made clear their roles in the organization. The communication must not be rigid but seamless, empowering employees by making use of social collaboration tools such as Slack and Microsoft Teams. Social learning has been understood to be among the best methods for corporate training. This includes observation, modeling and imitation. Feedback loops must be designed using innovative tools such as Doodle. Overall an ecosystem must be designed that encourages high performance. This does not mean freebies, but a sense of pride and ownership being instilled among employees.

Source:https://www.entrepreneur.com/article/295012

Uploaded Date:19/06/2017

A lot of senior managers avoid giving feedback of any kind, be it positive or negative. This becomes particularly disconcerting for newer recruits who do not really understand the value they are providing or not to their organization. In that case, the employees must simply get along with their work but make sure to be associated with five performance traits associated with successful employees. Most importantly, he/she needed to deliver results in whichever fiction recruited for. The person must have high collaborative skills. Though independent workers often strive to do better than others, but researches have periodically proven that collaborative ones tend to succeed more frequently. The person must have a strong skill level in some field where he/she can provide expertise. Bosses will always appreciate employees who will held execute the corporate strategy drafted. This further leads to marketing of the work done so that the external world as well as other team members understand the importance of the work put in. Speed at work is essential as no manager wants laggards in the team. The professional must eventually develop this ability to inspire and drive others to succeed.

Source:https://hbr.org/2017/05/how-to-improve-at-work-when-youre-not-getting-feedback?

Uploaded Date: 17th May 2017

Across organizations from disparate industries, employee engagement seems to be falling. This has primarily been observed to be as a result of a shoddy creation of mission and vision statements. A lot of companies create statements that are too specific and simplistic. This means that employees do not feel any sense of ownership towards a broader ideal. Mission and vision statements lead to the fulfillment of the corporate strategy which in turn gives way to its execution. The strategy must be a set of simple rules that all can follow and not a long statement. In fact, instead of separating the mission and vision documents, they can be streamlined into a single one. Proper metrics must also be decided on strategy implementation effectiveness.

Source:http://www.inc.com/yoram-solomon/the-best-and-amazingly-easy-thing-you-can-do-to-increase-employee-engagement.html

 

At Massachusetts based Peoples Bank, customer loyalty and employee engagement go hand-in-hand. The bank was founded in the nineteenth century so has evolved tremendously during this long period. One such hallmark is customization, which the bank is careful not to overdo. Loyalty initiatives are data driven and thus easy to measure. Thanks to digital marketing especially using social media, customer acquisition is less of a problem, so greater focus is put on retaining them. While technology does play a part, human interactions continue to hold top prominence as innovations are derived through direct contact. Such innovations or interactions cannot be relayed out on any algorithm. Focus has also been put on the office design so that it bears the resemblance of a modern service organization.

Source:https://www.loyalty360.org/content-gallery/daily-news/employee-engagement-and-customer-loyalty-joined-a

 

Employees at any organization forever express this desire to connect to others. There exists this curiosity to know more about the people they work with. This sort of networking must be encouraged within organizations as this leads to employees feeling part of something bigger than merely their basic work. This collaboration also sets off business innovations rather than organizations where knowledge gets trapped within silos. Companies must thus provide rosters or directories where employee information with names, pictures and job titles will be put up. At Starbucks for example, even during talent recruitment, the focus is made on doing something much larger than serving coffee. The coffee chain encourages its employees to socialize beyond work either through organic means or their supported community activities.

Source:http://www.forbes.com/sites/forbeshumanresourcescouncil/2017/02/09/satisfy-your-employees-desire-to-connect/#197ac5867b68

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