11 Easy Employee Engagement Ideas
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Every business wants to thrive and achieve its objectives year after year. Although firms’ primary emphasis is on producing positive results and growing their profit margins as much as possible, what about their employees?

Don’t you want your workers to look forward to work every day and appreciate the organization and their jobs in particular?

Numerous companies entangled in this fast-paced business industry often forget that “To succeed in the marketplace, you must first win in the workplace.” Employees are the backbone of every company, and as such, it is only reasonable to involve employees in efforts to maximize their productivity at work.

Employee engagement is one such way wherein organizations can create an environment wherein employees can flourish.

Although there is no ‘one-size-fits-all approach to employee engagement, the following are some of the most effective strategies managers can use to promote employee and team engagement.

1 – Establish an Engaging Onboarding Experience

Employee engagement must be a top priority from the start of an employee’s journey.

Employees shape their views about the workplace from their first day on the job. Since managers are responsible for initiating an employee’s experience within the company, they must ensure that new hires feel welcome, facilitate resource accessibility, clearly convey expectations, and introduce them to current team members.

Being a recruit at any organization can be daunting. Still, with a well-defined schedule and an inclusive onboarding process, management can instill a sense of appreciation in their new employees.

Managers may wish to host a happy hour following work or create a new hire club where ice-breaking sessions will acquaint employees with the company culture.

Managers must make themselves accessible and approachable to new employees in the event of any issues.

2 – Assign A ‘Buddy’ To Each Newcomer

A simple way to not be overwhelmed in a new organization is by having someone to approach and depend upon.

Efficient employee engagement strategies, such as assigning each beginner a week-long ‘buddy’ to guide them around, will assist them in quickly adapting and developing a trusting relationship.

A crucial component of the onboarding process is making someone answer any critical questions to be reluctant to ask a manager. With a mentor’s assistance, the recruit will have a more flourishing and rapid transition to a team member.

3 – Gather and Celebrate

From throwing a small welcoming party for the newcomers to recognizing more than your employees’ accomplishments professionally and otherwise, as a manager, one of the best ways to show the employees you value them is to celebrate them as individuals.

Bringing cupcakes to an employee’s birthday, holding a short tea-time session for a recruit, or celebrating an employee’s successes outside of work are all examples of small acts of kindness that go a long way.

4 – Don’t Forget To Recognize and Reward!

According to different reports, employees who feel valued are 2.7 times more likely to be engaged at work.

Each employee is unique. Some people prefer to be recognized and acknowledged publicly, while others prefer to remain private and favor private messages or a simple thank-you note.

It is essential to determine the employees’ preferred method of recognition to reward them effectively. 

Gratitude is the ultimate performance-enhancing drug at work.” 

Recognized employees reinforce the company’s values and instill a sense of worth in them. It can come from every level of the organization, including managers, leaders, and teammates.

When rewarding workers, ensure that you explain why they are being rewarded; you will find a substantial improvement in employee engagement due to this action.

Another common motivation concept is rewarding workers who have fulfilled their responsibilities or performed admirably regardless of the start’s challenges and hardships along the way.

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5 – Create A Feedback-Friendly Environment

It is critical to creating an atmosphere in which workers and leaders can speak their minds without fear of repercussions.

With a trusting relationship with workers, this form of atmosphere will quickly reinforce the idea of open feedback.

If your employees are uncomfortable expressing their minds, inform them that it is acceptable to encourage them to do so.

Of course, different workers will have varying degrees of comfort when providing and receiving input, so it is necessary to be respectful and not force it. Managers can use emotional intelligence to understand whether their employee is ready to give or receive feedback.

Managers must provide a feedback framework that can win confidence.  Show that you respect their opinions and, most importantly, that you act on them.

Sending emails or contacting employees to inform them about the management’s open-door policy in case of urgent matters can be a game-changer.

6 – Socialise, Socialise, Socialise

No one wants to work an average of 8 hours a day and have a weekend that gets over in the blink of an eye! This is why socializing outside work can be a great way to involve and improve employee engagement without making it all about work.

Team-building activities are known to enhance communication, stronger working relationships, and job satisfaction.

On weekends, companies can host sporting activities, host volunteering programs, and promote team-building exercises to blossom work relationships and bring the workplace together.

The chances to socialize inside and outside of work are endless, from corporate holiday parties to happy hours after work or team lunches; prioritizing spending quality time with employees when they are not at work has never been easier.

Managers must also empower the organization to create environments where workers are encouraged to engage and take a short break and socialize. 

A cafeteria, table tennis table, basketball hoop, or a collection of lounge chairs are all excellent places to unwind. Virtual rooms where workers can communicate during the day if they are remote employees is also a good idea.

7 – Have Flexible Timings and Locations

If you hire suitable employees, you must trust them to complete their assigned tasks.

Several reviews of research have confirmed that remote work improves employee engagement and productivity. When employees can work wherever and however they need to, they feel capable and trustworthy.

However, if you are a manager instilling this freedom in your employees, ensure they are provided with the essential supplies required to fulfill their duties.

To ensure your employees maintain a work-life balance, a daily schedule can be beneficial. As a manager, you can recommend using daily plans and checklists to show your employees you value their professional life as much as their personal.

Such efforts can go a long way toward assuring that workers feel respected and supported to prevent burnout.

Flexibility in your employee’s shifts or working hours can also keep them engaged in the workplace. If necessary, you can even allow your workers to work remotely or take a day off.

As long as your workers meet their end of the bargain concerning work responsibilities, you don’t need to be worried!

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8 – Use Failures As Learning Opportunities

In every failure lies an opportunity.

No one is perfect, and often, leaders to make poor choices. However, how you react to this setback defines you.

Managers must encourage workers to perceive mistakes as a chance to gain confidence. Employees may feel more at ease, and less stressed when they see insecurity and moments of authenticity from their leaders.

They, too, must be motivated to perceive failure favourably instead of ignoring or passing it onto others.

9 – Host Farewell Parties For Departing Workers

While bidding farewell to an employee is never easy or fun, celebrating their departure will make them feel valued and prevent you from burning bridges with them.

Additionally, it shows the current employees that the company recognizes their efforts. Such acts of gratitude will instill a sense of belonging in colleagues and team members.

10 – Value New Learnings

Employees should be challenged and encouraged to learn and develop new skills. Not only would such new learnings inspire and educate the employees, but they will also increase employee satisfaction and engagement. These skills can be acquired through specialized classes, seminars, or department-specific training.

11 – Help Your Employees Understand Themselves Better

Utilizing a strength assessment is an excellent technique to help employees identify their strengths and weaknesses.

Managers can engage with employees more actively and encourage them to become the best versions of themselves through such tasks. Another way to ensure that the employees recognize their respective roles and responsibilities is by making them write their job descriptions.

It helps them understand and flourish in their position without relying on someone else.

Conclusion

Although it can be challenging to improve employee engagement, it often requires understanding individual needs and how they can be met as an employer.

Hopefully, these eleven tips can help you lay the foundations for a more efficient, committed, and engaged workforce.

Still Not Using ‘PagarBook’ for Employee Management?
Prashant Kumar

Prashant Kumar

Associate Growth Manager

Prashant is Associate Growth Manager in PagarBook and manages all the organic web presence for brand.

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