No this does not mean you need to put on a pleated mini-skirt and pom-poms. It does mean you actually have to care about at least some of those around you. You also want learn about what motivates those people and how different motivations elicit different results.
Employee engagement is the degree to which employees are psychologically invested in your organization.
So what does that really mean? What does that look like when it “walks across the room”? Generally… It looks like individual initiative, low sick day rates, friendly employees, staff volunteering ideas for improvement, and management less stressed
What’s it look like in your business? What’s it feel like? What about that is missing now?
Aligning Gamification with Business Goals. You could relate this to…
- Learning technology
- Organizational structure
- Company Culture
- Leadership’s goals
- Return on investment (ROI)
- Current Initiatives
Or you could just let them play games!
eLearning & Social Learning
The idea of a blend of Just-In-Time Learning,
It supports ‘same’ while encouraging ‘new’, blends private and social learning, naturally encourages individual opinion and contribution. This pushes all kinds of happy buttons for us humans.
If you’re not allowing your people to evaluate their own job, their own performance, and their own next steps for growth and contribution, you want to start NOW
You want them looking at their jobs quarterly and pro-actively booking an appointment with you to discuss their finding and thoughts.
It is not only overdue in the corporate model,
When was the last time you had lunch with one of your people and just talked about them? Took a quiet moment and asked a team member how their family was
Does your HR department have
How does growing your business help your people feel good about themselves
What’s your value proposition? Does your entire team know it?
Do you have a cause or contribution intention?
Is your product solving big problems or little ones? Is your company attitude in alignment with that
Do you ask your team for ideas? Do you listen to them
Besides the fact that it honors them immensely, these people are the ones in the trenches. The ones who could actually, better than anyone else, solve workflow problems, waste issues, employee relations, and so much more, are the people doing the jobs!
Does your team have any incentive for bringing like-minded people into the fold
How much are you will
We could go on and on and on. All of these tactics are great and there are so many more you could use. And, they are simply tactics. The core problem with most companies’ employee engagement programs is that this is where they start and end.
This will always be a recipe for engagement failure.
You want all the efforts above to work? You want to quit blaming the employee?
Start where this conversation actually begins. Your STRATEGY!
Your Strategy is your Culture.
When you take all of the above tactics and tools and build them within the framework of what your company stands for; wants to accomplish, is hoping to attain, change, do, give, take, and be remembered for, now you have engaged employees!
Below see a framework I use with my clients for developing a company culture strategy
This guides us into the limited yet, well executed, list of tactics we then want to employ
To download the mindmap, click here. (https://www.biggerplate.com/mindmaps/VJMBcKqs/company-culture) For more choices and more stuff go to https://katnesbit.com/freestuff
Your company’s employee engagement strategy is built on the legs of your outward facing marketing message (and visa versa) when well done.
Build one, your 7/10ths complete on the other!
To Learn more or sign up, call the office or shoot us an email and we’ll get you started. Most classes start every 14 weeks and there is usually a wait so if you’re interested you’ll want to let us know now.
Company TEAMS programs begin with 1:1