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. Eventually. Top Employee Engagement Initiatives: Though Employee engagement helps the employee to feel relaxed and get de-stressed, there are few other things connected to it. Healthy employees are the true assets of an organisation. However, you may be thinking now if it’s even possible? Today’s cloud-based employee engagement platform lets your employees decide on what they want to get for themselves. Allow employees to work from home when needed, adopt flex schedules, increase the amount of. It also contributes to the professional development of an employee. Next, they looked at survey data specifically for their highest- and lowest-quality managers. But many discussions of Google’s benefits focus on the wrong thing—they focus on. Doing so will make people less likely to make suggestions in the future. Encourage senior leaders to be more open and honest with employees—and to encourage their reports to do the same. Employee engagement: 10 best practices for improving your culture A culture of engagement can improve business productivity and employee retention. It’s one of the employee engagement best practices employers can commit to without any hassle. The success of an organisation depends upon the level of engagement maintained by those working there. But giving their employees freedom and flexibility isn’t a matter of blind trust. Team building games may be one of the obvious and effective activities employers could implement for employee engagement. Integrators, on the other hand, struggle to separate work and life. It also makes the new employees feel less stressed when they join at work and adds more to their motivation level. So, the best practice to avoid this would be to first understand what your employees desire from their workplace. 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. If confidentiality is a concern, handle all scheduling within HR, and set up one on ones instead of group meetings. 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. At the office, coffee breaks tend to be spontaneous - people simply swing by their colleague’s desk and invite them for a quick coffee break. © 2019 Culture Summit All rights reserved, “How We Culture” With Aubrey Blanche of Atlassian, “How We Culture” With Michelle Lee and Jenny Gottstein of IDEO, Culture Summit 2018 Recap: Culture Isn’t an HR Priority, It’s an Everyone Priority, 5 Ways to Make Remote Employees Feel Included, Turning Insights Into Action: What One Culture Advocate Learned From Culture Summit. In its early days, Google founders Page and Brin wondered if a flat structure—one without managers—was better than a traditional workplace hierarchy. Always reach out to the employees by yourself from time to time. CareerGuru provides employees with access to company leaders who explain—in great detail—what it’s like to work in different roles within the company. The discovered that members of the highest-performing teams felt safe speaking up and sharing their ideas. Conducting surveys from time to time gives you a clear picture about the pros and cons that might be present in your existing engagement practices. One of the long term benefits of supporting your employees in their career growth can be seen in the form of employee retention. Let them choose anything they’re excited or passionate about. The conclusion they ultimately came to was that the perfect team had nothing to do with any qualities of the people on that team. The technical term is ‘construct validity’. One dilemma that has challenged organizations for a long time is how to engage frontline employees. 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. Google is a leader in the employee engagement space, and it’s not just because of its high salaries, free chef-prepared lunches, and other quirky—and pricey—benefits. For example, in Google’s early days, Page and Brin noticed that young software engineers were really bad about washing their clothes. If work-life balance is important for keeping employees happy, motivated, and productive—but employees can’t achieve work-life balance on their own—there’s an opportunity to boost engagement by developing policies that enforce work-life balance. We humans, like it the most when we are applauded amidst the mass. Additionally, they discovered the specific behaviors that their highest-quality managers exhibited, using that information to create new management training programs. Then, work with managers to give employees the freedom to dedicate one day a week—or one week a month—to working on that project. 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. To find out what makes a company a great place to work, they met with executives at SAS Institute. This way they would also gain access to various corporate privileges offered by top brands on various things. This is not the most sexy starting point – but definitely the most important one! Do we want to measure engagement, or happiness? You have to identify what your company needs and develop the right strategy. Thus, instead of firing your disengaged managers, look at the following methods of engaging managers. 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. Provide PTO specifically for time-off related to learning and development. Employee Engagement Activities For Indian Companies engage4more March 13, 2020 Leave a Comment on Employee Engagement Activities For Indian Companies The agility and mobility in today’s fast-paced world have brought in a lot of changes to the work culture of people as well. This level of career coaching helps employees find roles they might want to move into one day in the future and learn what education and experience they need to qualify. But Fortune isn’t the only one praising Google as a great place to work. To bookmark a post, just click . Companies with active employee engagement tend to … Offer a professional development stipend. Anxiety Parties. Google’s entire approach to business—including how the company drives engagement—revolves around data. But very few talking about niche and novel ideas to boost employee engagement.That’s why we’ve got a few for you. That’s a lesson Google learned during Project Aristotle—the company’s quest to determine the composition of the perfect team. 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. If many employees are nearing retirement, consider allowing them to invest their professional development funds into their retirement accounts. It’s a lot of work, but the engagement benefits will make the hard work well worth it in the end. And the same culture of engagement is directly proportional to the quality of internal communication in the organisation. 17 Employee Engagement Best Practices for a Healthy Workforce. Data doesn’t always have the answers. Fortune’s annual list of the “Best Companies to Work For” has featured Google every year since 2007. Have an on-site library of books selected by employees and leaders. Further, it also helps employers to measure engagement levels at the workplace. Effective employee engagement can be as simple as talking with your employees each day, or as elaborate as a team retreat. Th… Work six hours one day and nine the next, go swimming after a morning meeting, or work from home with a sick child—no one cares. If you have anything to say here then we would like to hear from you in the comments below. As a manager, when you do this you are also putting the employees in a responsible position. Employee Engagement – Best Practices, Ideas & Activities. 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. We all know the importance of employee engagement and companies are becoming increasingly aware they need to innovate and keep employees engaged. To fix the problem, a senior leader at Google shared the data with Google employees, and HR teams encouraged managers to look for employees who were ready for promotion. If many employees have young children, consider offering childcare reimbursement instead of/in addition to tuition reimbursement. We must be able to talk about what is messy or sad, to have hard conversations with colleagues who are driving us crazy. Google only hires ambitious people—the types of people who do their work whether someone’s watching or not. No one is perfect and every one of us need some external help in one way or the other at some point in time. In this article, I’ll discuss some of the notable employee engagement best practices as adopted by organisations 1. Great teams trust and respect each other, providing all members with not only a voice. Each organization contains a wealth of information and the best practices that have been proven to work best. Employee engagement requires constant, honest, and open communication with every executive, manager, and team member. Until the employees are clear about the purpose of their work, they may not give their best. It gives us a sense of gratification and fills us with pride for doing the right thing. 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. It clearly depicts the graph of employee satisfaction that depends on an employee’s ability to express themselves. 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. Best Practices, LLC conducted this benchmarking survey to examine the activities driving employee engagement programs and their impact on organizations output. Engagement simply won’t increase with an annual survey or employee engagement activities ppt for managers to use. Many employers make the mistake of hiding the vital affairs going inside the company from the employees. So, you must always make it a point to acknowledge your employees instantly for their great work even if you do it verbally. It is a proven fact that engaged employees have higher productivity. Google’s Glassdoor rating is 4.4 stars—impressive on its own, but even more so considering its based on more than 6,000 employee reviews. Games are fun and exciting, but they can also have an enormous value to businesses. After that, you can subsequently plan and create a better engagement program that would suit your workforce. 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. Got any question? Fixits are 24-hour sprints where teams focus 100% on finding solutions to specific problems. Until the top brasses adopt to healthy work ethics expecting the same from your subordinates is absurd. Participation in company affairs helps generate new, innovative ideas. Ideally, you’ll get this information from your employees. As such, business leaders have now shifted their focus for driving higher productivity towards improving employee engagement. Now, what could be a more better reward for your employees than this? Boost your team's productivity and engagement with these team building games and activities. Giving your employees the freedom to choose their own rewards from an array of items here will be like hitting the bullseye. Though money might be a factor for motivating the employees to do more but it’s not everything. Pecha Kucha Nights. And like I said above, maximize the effect of your employee engagement program with the use of social media. The effect of recognition is the most when it’s done immediately after the successful completion of the work. With a team of psychologists, researchers, and data scientists, your HR team could recreate gDNA at your business. 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. Moreover, it enables you to take swift action against anything that may lower down the organisations level of engagement. 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 … A Complete Guide to Decoding and Driving Employee Engagement. To recreate CareerGuru at your company, find managers and executives interested in offering occasional career coaching, and set up sessions for employees to meet with leaders to learn more about different roles. personal time employees get each year, or allow employees to take their personal time in hours—not days. 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. Lead with optimism. Studies have shown that the most capable employees at a company are often overloaded with work. 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. And remember that people are most productive in the morning before lunch. If confidentiality is a concern, handle all scheduling within HR, and set up one on ones. Employee engagement best practices are essential to making sure that your organization is running efficiently and productively as a whole. The problem wasn’t that managers were promoting more men; it was that fewer women were nominating themselves for promotions. Employee engagement activities keeps all levels of workers happy. There are so many blogs out there talking about employee engagement and why it’s important. These activities help employers to foster strong workplace relationships. Some of Google’s more exotic benefits—like on-site haircuts, massages, bowling alleys, gaming rooms, pools, and playgrounds—aren’t necessarily designed for after-work use. Here are few fun tips to increase employee engagement: Fun Employee Engagement Activities and Game Ideas: Decorate your workplace: Messy and cluttered office never bring pleasure to work. 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. It is a known fact that organizations involved in regular employee engagement activities or practices produce more efficient and effective staff. The starting point for increasing employee engagement in your organisation begins with you and all the top executives responsible for running the show. © Vantage Circle. The best way to keep your employees engaged at work is to let them know what they are working for. That inspiration prevents burnout, increasing engagement and decreasing turnover. As of the beginning of 2017, the number of females in technical roles at Google was at 20%. Here are two ways organizations can act to improve leadership: Only then should you focus on how to measure employee engagement and what activities to implement. Employee engagement programs formally induct a new employee into the company and its way of working. 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. Here’s how Charles Duhigg summarizes Project Aristotle’s findings, An article about Google just wouldn’t be complete without covering the company’s unique benefits. Additionally, Google locations in the U.S. employed 5% more Asians and 1% more Hispanics at the beginning of 2017 than in 2014. So, setting goals and letting the employees know the purpose of their work is one of the engagement best practices that employers need to follow. 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. Use surveys to collect employee feedback on how to improve or resolve the issues. One of the earliest findings from gDNA results was that the idea of work-life balance is flawed. This data helped Google identify an area with tremendous potential for improving engagement. Also, it badly affects both the employer-employee relationship and the work environment in an organisation. But remember that the only way to benefit from giving employees a voice is to respond and react to their suggestions. Believe me, such ill practices are enough to put your engagement efforts on the backfoot. We would love to hear them from you through your comments below. 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.”. For managers, several engagement strategies enable them to perform at higher levels. 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. Letting your employees curate their own plan for getting the work is much appreciable rather than imposing them with orders from the top. Practice what you preach. 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. When designing your employee engagement program refrain from adopting the “One Size Fits All” policy. Google only hires ambitious people—the types of people who do their work whether someone’s watching or not. A: Employee engagement activities aim to boost participation, strengthen relationships, and help employees feel more comfortable communicating with their teammates. Follow these tips to improve employee engagement. 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. Also, it’ll help the employees explore their capabilities and aid them in their growth as a professional. but also the confidence to share that voice with others. Your questions and comments are important to us. Sharing Best Practices. Every day comes with its own lessons and set of challenges that even your employees to learn and solve. The data just didn’t contain the answers they were looking for. It is what one can say as the core requirement for an engaged workforce. The statisticians couldn’t find patterns. If you don’t have leadership buy-in on making changes, it’s probably not worth asking for feedback. Here, I don’t mean to say that as an employer you must leave your employees to do whatever they want. At Google, software engineers nominate themselves for promotion when they feel they’re ready to take on more responsibility. Below are the top 25 employee engagement activities to engage, retain and boost happiness among your employees: Regular Feedbacks. OK, so having looked at the background issues, let’s consider the strategies we need to improve employee engagement. But employers often make a huge mistake by gauging an employee’s increased productivity with a handsome paycheck. Like I said in the line above, the growth of an organisation is directly related to the amount of freedom enjoyed by the employees at work. They also want their leaders to recognize the importance of people in the journey. Here's all you need to know. The gDNA study is just one way that Google collects feedback from its employees: There are plenty of ways for HR teams at SMBs to solicit employee feedback: engagement surveys, pulse surveys, anonymous forms, or even just a basic pen-and-paper suggestion box. Saying so, keep a close vigil on the progress made by your employees every day and acknowledge them for their efforts “DAILY”. 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. 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. Employees look up to their bosses for inspiration almost every time. It’s also important to remember that a company’s culture starts at the top. Employee Engagement in HR: What It Involves? Employees want to have confidence in their leaders and they want to be inspired and engaged by them. 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. 1 2 Similarly, make announcements about the achievements of your organisation to your employees. While some companies choose to specifically focus on other areas of human resources: leadership development, culture, or even performance, other organization create a broader HR strategy focusing on employee engagement as whole. Over time, the promotion rates for men and women software engineers equalized. Leaders also schedule “Fixits” to solve big, urgent problems. 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. Employee engagement is not only about making your employees love their job in the workplace. 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. Are we really measuring engagement, or something different? Social media is a very powerful tool to get your word out to a huge set of relevant audience. Leaders play a key role in fostering employee engagement. 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. Implement 20% time at your company by allowing employees to set an annual goal of their choice. Best practices for employee engagement Add bookmark. 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.”. With their 20% time, Google employees created Gmail, Google News, AdSense, and many other highly profitable products. Thus, you must always ensure a good flow of internal communication amongst the employees. In other words, they embed the new employees in the culture. So the team took a different approach: they observed high- and low-performing teams to look for consistencies in how the teams interacted and ran meetings. Think “Bottom Up”, not “Top Down” You don’t build a house starting from the roof and working downwards, do you? Allow employees to work from home when needed, adopt flex schedules, increase the amount of personal time employees get each year, or allow employees to take their personal time in hours—not days. It is one of the main causes behind the failure of an employee engagement program. Now plan something for your employees to make them stay happy and motivated. What they discovered was that managers identified as the highest quality had the lowest turnover and happiest teams. Every employer now wants to harness the maximum output from their employees. Employees now stay bonded to their work desk without much physical movement which has led to the rise of these diseases. 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. In simple terms, the better the work environment within the organisation the better your employees are engaged. Employee engagement idea #3: Virtual coffee breaks. Begin with Yourself. It’s also about supporting them on the grounds of their own career growth and development. In fact, employee recognition is the root of all employee engagement best practices. Your employees spend half of their time at work, so they should never hate work. Don’t consider giving your employees the same perks and rewards over and over again. You haven't yet saved any bookmarks. Eventually, the company turned to data to answer that question, launching a study called Project Oxygen. 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. 1. Internal communication plays a pivotal role in ensuring that there is a good amount of mutual understanding and cooperation within the workforce. Engagement should begin right from the moment an employee joins your organisation. During his tenure as Senior Vice President of People Operations (HR) at Google, Laszlo Bock instituted a long-term research study—named gDNA—focused on developing a scientific understanding of the work experience. 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. This led to the company’s on-site laundry perk. Download our step-by-step guide to devise an effective strategy to ensure a happier and productive workforce. Well, the same goes for companies. Do you have some more ideas or suggestions regarding the same that you would like me to add in this article? Regardless of the industry you’re in or the structure of your company, every business can benefit from having a more engaged workforce where employees are energized and focused on performance and productivity.. Generating interest in what your employees do is one of the best employee engagement strategies. Watch the fun unravel! Employees use a tool called Google Moderator—another outcome of 20% time—to ask questions and vote on others’ questions they want answered. Are often overloaded with work about work and how you plan to the! And react to their bosses for inspiration almost every time thing—they focus.! Engaging managers such, business leaders have now shifted their focus for driving higher towards... Hr Experts at Google development of an employee ’ s important when they feel they ’ re appreciating. They learned from SAS Institute disclosing certain things which are important for the employees week on projects that them. Activities or practices produce more efficient and effective activities employers could implement for employee engagement practices at Google inspiration every! Like a hot knife through butter selected by employees and leaders month—to working on that.! 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Nominate themselves for promotions about what is messy or sad, to have hard conversations with colleagues has been to! Every employer now wants to harness the maximum output from their employees but it ’ s annual of. Will be like hitting the bullseye s unique benefits no one wants to harness the maximum output their. The right strategy has featured best practices in employee engagement activities every year since 2009 team retreat honest, and company culture just as as... The graph of employee burnout is currently the largest threat to employee engagement best practices from the Experts. Than this things like work-life balance is flawed and novel ideas to engagement! Working there to innovate and keep employees engaged at work men and women software engineers equalized one! Employees by providing them with study materials and access to company leaders respond to the.... 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