Expert recognition is the key factor and logical precursor of the success of every developing system, and often the decisive criteria for busy business owners when deciding which product is cut for their needs. Here at EPIC, we like to think of our system is an ever-developing product, where both expert opinion and customer satisfaction produce vital cues on how service can be further improved.
This is why we are so happy to announce that EPIC is now featured on one of the currently most popular B2B software directories FinancesOnline.com, where it got an admirable expert score, and it won two popular awards: The Great User Experience Award and the 2017 Rising Star Award for top survey software.
The experienced B2B professionals observe closely the features of each app appearing in their directory, and evaluate its capacity to meet specific business needs and expectations. In the case of EPIC, they concluded users get just the intuitive and friendly working environment needed to simplify employee feedback collection, and a suite packed with advanced features offered at a reasonable price. EPIC was also listed among the leading survey software systems recommended by FinancesOnlne’s experts.
According to the experts, EPIC brings together all features needed to improve the employee-employer relationship, increase productivity, and enhance worker-customer engagement. They were particularly pleased with our easy micro surveys that take less than five minutes to accomplish, and can be administered independently and on a weekly basis. What this means is that EPIC, unlike traditional survey software, is useful to every department, and perfectly able to help companies receive honest feedback, and eliminate bottlenecks that affect the productivity of their teams.
Schedule a demo with us today and see for yourself why FinancesOnline gave us such a glowing review!
Team Building Activities that Increase Employee Engagement
In an effort to keep employees motivated, satisfied and productive, business leaders and psychologists have developed a variety of programs over the years. Each program had its own keywords and methods, but each was aimed at helping employers reduce turnover and improve profitability. Kaizen, manufacturing for continuous improvement, Maslow’s hierarchy and management by objectives are just a few of the tools and philosophies that have been used to help achieve business goals.
Results ranged from dismal failure to overwhelming success; no single program was right for every organization.
In recent years, a great deal of attention has been focused on the concepts of team building and employee engagement. Although some managers view these concepts as merely the latest “fads,” they are truly essential for any company wishing to improve retention, boost productivity and enhance employee morale.
Why Team Building Is Important
In most organizations, it is easy to identify the “star” employees. They are the ones to whom management turns when a project must be completed on a tight deadline, when accuracy is critical or when only the best, most creative work will do. These are the “rowers.” They are the ones who do the most to help the business progress. Employees who are not rowers are riders. Some riders are dead weight, but others are only a few steps behind the rowers.
Eventually, however, the rowers are going to tire of pulling the weight for the entire team. The riders are going to be dissatisfied as well and begin to feel that they are unappreciated or that management is playing favorites.
With an effective team, the system of rowers and riders disappears. Every team member participates in the success — or failure — of a project. Whether the goal is to improve productivity over time, meet an urgent deadline or encourage creativity, teams can produce outcomes that are greater than the sum of the individual employees.
What Team Building Can Accomplish
Team building exercises can produce a variety of results. The organization’s culture, size and goals can influence the outcome, but most organizations report six common results.
1. Employee morale is enhanced.
Instead of having only the star performers recognized, the entire team earns the praise it deserves. In turn, pressure on the stars is reduced, making them less prone to burn-out and lowering their stress levels.
2. Communication is improved.
Team building activities help improve business relationships by fostering a sense of camaraderie, and this encourages open communication between co-workers as well as between employees and members of the management staff.
3. Employees’ trust in management is enhanced.
Team building activities allow employees to see supervisors and managers as colleagues rather than authority figures.
4. Employees develop better problem-solving skills.
Every business will encounter issues occasionally. Some are minor, but others are full-blown crises. Team building exercises can enhance the ability of employees to think and act strategically and rationally. Instead of having to wait for specific instructions from a boss, employees can evaluate a situation and determine the appropriate course of action before a tiny issue escalates into a major problem.
5. Creativity is enhanced.
Sharing ideas, discussing possible solutions to issues and brainstorming ways to contribute to the organization’s success can inspire creativity. The result can be creative ways to improve customer service, streamline workflow, enhance the company’s public image or solve a common problem.
6. Employees become more motivated.
When employees believe that their opinions and ideas are valued by their employers, they become more confident. They feel freer to express themselves to management, offer suggestions or ask questions. In turn, they will be motivated to volunteer for extra duties, accept new challenges or embrace change.
The Importance of Employee Engagement
American businesses bear a heavy financial burden due to a lack of employee engagement. After including higher health care costs, absenteeism and workplace accidents, Gallup estimates the total is between $450 billion and $550 billion annually, according to its report, “State of the American Workplace”. The study found that a mere 30 percent of the full-time workers in America were actively engaged at work, while 20 percent were actively disengaged. The remaining 50 percent were neither actively engaged nor actively disengaged; they were present, but they were not motivated to excel at their jobs or care about the fate of their organizations.
The 30 percent of employees who are actively engaged at work are contributing to their employers’ profitability in a variety of ways.
1. Employees who are actively engaged are more productive. Engaged employees tend to work harder because they feel that what they do has value. They feel a connection to their employer and realize that they are helping the company succeed. The Gallup study found that engaged employees could boost a corporation’s productivity performance by as much as 200 percent over a similar corporation with disengaged employees.
2. Engaged employees are easier to retain. Employee turnover costs American businesses almost $11 billion annually. When employees are engaged, they feel appreciated, strengthening their bond with the company. This makes them less likely to seek other opportunities.
3. While disengaged employees often smear a company’s reputation via social media or word-of-mouth, engaged employees present a positive image of the company. Engaged employees can be a valuable asset, offering the kind of brand advocacy that cannot be purchased. Disengaged employees can influence potential customers, resulting in reduced revenue.
Additional benefits that employers reap from employee engagement are not monetary. However, although it is impossible to assign a dollar value to these benefits, their importance should not be discounted.
1. Engaged employees tend to be more creative.
They enjoy finding new ways to complete projects or tasks, and they are constantly looking for innovative ways to contribute to the company’s success. Disengaged employees will rarely offer innovative ideas or develop new solutions.
2. Engaged employees tend to be better communicators.
Whether the conversation involves customers, co-workers or supervisors, engaged employees communicate more effectively. Disengaged employees typically hold conversation to a minimum, which does little to nurture customer relationships or contribute to a productive brainstorming session.
3. Engaged employees tend to be happier.
No one enjoys working with someone who is constantly complaining about their employer or their job duties. Engaged employees are typically cheerful employees who enjoy reporting for work every day, and they can brighten the workplace with their positive attitude and optimism.
Creating a Strategy to Increase Employee Engagement Through Team Building Activities
According to a study conducted by Accor Services, 90 percent of the organizations surveyed reported believing that employee engagement had a significant impact on the success of the business, but only 25 percent had a strategy or plan to bolster engagement. Without an effective strategy, increasing employee engagement is virtually impossible.
1. Regardless of the goal, developing an effective strategy requires an understanding of the current situation. Employers need to know what their employees truly think about their immediate supervisors, their co-workers, upper management and the company as a whole. The employees who actually perform tasks are usually the best people to identify problems or offer constructive suggestions. However, employees are often reluctant to provide the very information that employers need most; they fear that there may be negative consequences. For example, some employees worry that they could be branded a malcontent or lose their employer’s respect. Many employers find that if they engage a third-party provider adept at conducting employee surveys to obtain the information, employees are more candid, especially when it comes to identifying issues within the company that are hampering productivity or negatively impacting customer relationships.
2. Determine the obstacles that are preventing employees from delivering quality work. Perhaps employees lack the necessary tools, fail to see the importance of their work, do not have the proper skills, lack faith in management or are not obtaining a sense of personal satisfaction from the work that they do.
3. Create a mission statement that defines the company’s values and vision. When writing the statements, avoid popular clichés and goals that should be givens for every company, including terms such as customer-centric, problem-solving, innovative and teamwork. Look for terms that will inspire employees, engage their emotions and encourage them to rally around a common purpose.
4. Communicate the company’s mission, values and goals with employees. When Gallup conducted a survey that asked more than 3,000 workers whether they understood the company’s values, goals and strategies, only 40 percent responded that they did. Employees cannot meet expectations if they do not know what is expected of them, and they cannot know what is expected if those expectations are not communicated to them in a clear and unequivocal manner.
5. Plan a strategy that will be valid for many years to come. Although minor adjustments will no doubt be needed over time, an engagement strategy that changes constantly will leave employees confused or annoyed. Each announcement of a new program or opportunity will become less effective as employees become increasingly disinterested and skeptical.
6. Monitor progress through follow-up surveys. Simply putting an engagement strategy in place and leaving it on autopilot cannot achieve lasting improvement. Employers must know what is working and what is failing, and employees are the only true source of the information.
Recommended Team Building Activities to Foster Employee Engagement
Once an employer has identified the problems and created a strategy, it is time to launch an engagement initiative. There are many team building activities that can nurture employee engagement, and not every activity is ideal for every organization.
However, the following list provides some activities that have met with widespread success in a variety of industries and in companies of all sizes.
Potluck lunches are an inexpensive way to encourage employees to socialize. Participating employees can sign up to bring a dish that they prepared or purchased for everyone to share. Bringing food and people together in an informal setting has been a team-building mainstay for decades. Employees have the opportunity to communicate with each other in a relaxed environment, which fosters a sense of camaraderie and helps them build working relationships through the connections they make.
Retreats can be an excellent way to help employees “recharge their batteries” by giving them time away from their routine. It makes employees feel appreciated, stimulates creativity and offers a neutral setting that can provide a fresh perspective on the issues. A retreat can be as brief as a single day or as long as a week. The object is to provide an environment that allows employees to have fun and socialize while they build skills, brainstorm solutions or strengthen relationships with colleagues with whom they may typically have little direct interaction.
Establish a book club. Most of the time, the company selects and purchases books for employees who join the club to read. The topics can be as varied as reducing stress, becoming a more confident public speaker, balancing work and family time, charting a career path, understanding new technology or resolving conflicts in the workplace. Club members typically meet once a week to discuss one or two chapters and share their interpretations of how the material can be applied to their current job or situation. Because participation is voluntary, employees tend to be more enthusiastic about learning how to improve both their personal and professional lives.
4.Shadowing a Colleague
Offer opportunities for employees to shadow colleagues in other departments or with different duties. Employees are often curious about what others do and what functions they fulfill. Allowing an employee to shadow another for the day costs nothing but the time of the two employees involved, but it can foster interdepartmental cooperation while giving employees the opportunity to explore different career paths.
5.Sponsor a Charitable Organization
Sponsor employee participation in challenges and events that benefit a charitable organization. For example, the company could pay the employees’ registration fees for a walk or run to raise funds for research on a specific disease and provide the employees with matching shirts sporting the company’s logo. Alternatively, employers could offer employees the opportunity to spend a workday as a volunteer. Many companies have found that sponsoring a team to participate in a building or restoration project to improve the quality of life for a needy family breaks down walls between employees, provides employees with a shared experience that nurtures working relationships and demonstrates the company’s commitment to giving back to the community.
Sponsor hobby clubs for employees. Employers allow the clubs to meet after or before work or on weekends in a space provided by the company. The company can provide occasional funds if it desires. Employees with similar interests have an opportunity to meet with others who share those interests. Many times, club members are from different departments, have different tenure or have very different job responsibilities, so members have the opportunity to establish relationships with people that they might never have come to know otherwise. Building connections through shared interests fosters a sense of camaraderie that can prove valuable for enhancing cooperation between departments.
7.Lunch n’ Learns
Schedule “lunch and learns.” The employees furnish their own lunches, and the company arranges for an employee or outside speaker to host an interactive session regarding a particular experience, career or skill. Like hobby clubs, lunch and learns can bring a diverse group together who share an interest in the specific topic.
Offer meaningful awards to recognize the personal and professional achievements of individual employees as well as teams. Recognize an employee who recently completed his or her degree with a special ceremony or luncheon. When a team meets an important deadline, recognize the entire team rather than the just the team leader or department manager. Remember to recognize teams for the work they do outside of the office; if they participate in a charity run, routinely volunteer in the community or spend their weekends training service dogs, publicize the information. No matter how modest individuals may be, everyone enjoys a moment of praise for their teams.
9.Involve the Families
Although most team building exercises involve only the employees, companies should include activities for the employees’ families as well. Sponsor a beginning cooking class for the children of employees or a class on cheese making for employees and their significant others. During football season, host tailgate parties in the company’s parking lot on game day. Sponsor a class on carving pumpkins in the fall or invite employees and their families to watch a special sporting event on a big-screen TV in the company auditorium. Including the families facilitates the development of extended bonds among spouses and children of employees that can enhance the loyalty that employees feel for their employers.
Make teamwork fun to encourage widespread participation. Fun activities are limited only by the imagination of management, but here are a few suggestions.
• Departmental softball teams have been a long-time staple for giving employees an opportunity for a little friendly competition. Take the concept and apply it to more unusual competitions. Sponsor a competition in which teams compete at marbles or charades. Let teams compete for the highest combined score on a video game or the lowest combined score on a round of indoor golf.
• Find brainteasers or puzzles, assign employees to teams and give each team member a clue that is only meaningful when combined with the other clues. Let each team meet in private to find the solution and offer a small reward to all teams discovering the correct answer within the allotted time.
• Host a creativity contest. Place an assortment of unusual items such as stones, glitter, tongue depressors and sponges in a paper bag along with some glue and give a bag to each team. The team’s challenge is to create something using only the items contained in the bag. At the end of the day, a panel of judges will decide which project displays the most creativity.
• Stimulate employees’ minds while fostering collaboration by playing “guess who it is.” Collect childhood photos from current employees and give each team a set of photos to identify, with the winning team determined by the greatest number of correct guesses.
• Sponsor a parade float competition. Teams are asked to design and build a miniature parade float of their own choosing, and an independent panel of judges decides on the winner in the different categories such as the float with the best construction or the one displaying the most creative design. Center the competition on a specific holiday and require that all floats have some connection to the holiday.
• Host a talent show in which teams compete rather than individuals. The audience is typically the performers’ fellow employees but can be extended to include families or friends. Whether acting in a comedy skit, performing as a band, dancing or re-enacting a scene from a popular movie, the competitors can enjoy the show just as much as the audience.
Host a rummage sale in the company parking lot with all proceeds going to charity. The company furnishes the folding tables and publicizes the event. Employees donate items that they no longer need or want. Each team prepares its items for sale, arranges them on their table and handles the sales. At the end of the day, the team with the highest sales receives some type of recognition, even if it is just a certificate or a mention in the company newsletter. However, a tangible reward can encourage greater participation, so many companies offer the winning team gift certificates to a restaurant, store or movie theater.
Host a working lunch. The company provides lunch and divides employees into groups of no more than 10 people. Each group is given a work-related issue or question to discuss. After picking up their lunches, each group adjourns to a private location to eat and discuss the topic. Responses can be written or verbal.
In the current economy, businesses ignoring the need to engage employees and encourage teamwork have a lot to lose. As this post has demonstrated, there are many team building activities that can foster employee engagement. Many of the exercises cost the employer little or nothing in terms of money, but the results can have a significant impact on the company’s bottom line.
How efficiently and closely a team performs is one of the many aspects of employee engagement that EPIC by Clarity Wave measures in its revolutionary system. Click here to schedule a demo today and see how we can help you develop stronger teams.
Telecommuting, the Pros and Cons of Working Remotely
Working remotely sounds like a dream come true.
Many people dream of working from home. People imagine getting up later and then sitting down at home on a soft couch in their pajamas as they have a pleasant and easy work day.
While this sounds fabulous, the reality of telecommuting is often far more complex. A home based job has both advantages and disadvantages. In many ways, this is an easy way for people to increase their employee happiness.
Working at home can also mean increasing employee engagement that helps people feel more part of the company culture. At the same time, working from home can also have certain disadvantages.
Those who work from home may not be as in tune with their colleagues about their company. They may lack contact with
co-workers and find themselves confronting feelings of isolation that can be hard to get past. Working at home can also make it hard for people to separate the world of work and the world of home life.
Blurring the two may make the employee feel as if they are never off work leading to feelings of burnout and enormous frustration. Making the arrangement work often requires careful attention to detail and determination.
A Relaxing Work Look
Those who work at home often get away from the need for formal dress or the need to work in a uniform. Women who are telecommuting can avoid the need to buy items like stockings that are both costly and fragile.
A woman who works at home can also avoid wearing makeup and high heels. She need not worry that a single stain on her dress will make her look bad all day long. She can also forgo costly hours at the beauty parlor and trying to keep up with the latest styles in order to look fashionable and up to date.
Many men benefit as well as they can discard the tight ties and long pants that can make it hard on them during the warm summer months. Doing so can be freeing for men, allowing them to fully concentrate on the matter in front of them rather than a jacket that does not fit right. Men and women can both also save money on clothing that is soft and comfortable. While formal dress may be required now and then, in general, most people who work from their homes can mostly get avoid such costly and often uncomfortable clothing.
Increased Time At Home
Many people who work from home also find a greater sense of employee happiness because they are no longer spending long hours sitting in traffic. Instead of running out in the morning to catch a train or shove snow of their car, they can simply take a long shower, grab a cup of coffee and wait for their work shift to start.
When they work at home, they can also save money by getting rid of their commuting costs. Many workers find they can now get by with a single car rather than two. They also find it much easier to attend a child’s football game and help them with their homework.
This can help them be more involved in a child’s life. Children have the pleasure of knowing that a parent is home with them when they get home from school. When they are there they can also take time out from work now and then to offer a child supervision and support. Parents can relax knowing that they are there more often for their children and need not worry that the child is off doing something inappropriate.
Some Disadvantages of Working From Home
While working at home clearly has major advantages, many people find that it also has certain drawbacks as well.
Someone who works at home may not be there in the office, sharing in the company culture. They may also not be in touch with supervisors directly. Lacking direct, constant contact with company supervisors can make it hard for them to prove their worth and get a vital promotion.
They may be doing wonderful things at work but to those at the company headquarters, they may remain just a name on a card and little else. The worker may also feel as if they have few people to talk to during the day. This can make working at home feel very lonely. They may not get invited to company parties and get left out of celebrations such as a company anniversary.
Those they do stay in touch with may know little about their lives, making it hard for them to forge friendships and create work networks that can help them learn about additional openings and jobs elsewhere that might be suited for their talents and aims. This can lead to a frustrating feel of career stagnation.
Making It All Work
Those who work at home can find many ways to help increase their sense of employee engagement and avoid some of the pitfalls that may happen when they work at home.
- Setting aside a specific room in the house can help separate work and home life.
- Putting on more formal clothing can also help people live up their professional responsibilities.
- A worker may also ask if they can come into work once or twice a week at the office to help them retain connections and stay in touch with important office activities.
Doing so can help them remain more than a name on a page. Many people who work at home also find it helpful to join a few clubs that are related to their interests. Attending meetings can help them stay on top of industry developments and forge important connections at the same time.
Women who work from home may wish to consider networking with other working moms. Doing so can help them discover tips that other women have learned as well as connect with others who may share their concerns. In short, careful attention to detail can help make anyone’s work at home dreams come true.
Is telecommuting right for you? Is it something that would improve your staff’s happiness and engagement?
Why not let them tell you?
EPIC, Employee Perceived Image of the Company® helps your company develop a community in which your team members feel safe enough to share their ideas, comments and suggestions and have their co-workers vote on them.
Schedule a demo today and see how we can help your company have more engaged and productive team members.
Employee Turnover: The Most Common Myths/Misconceptions
Most businesses think about employee turnover only after it becomes a problem.
Surveys report that as economic conditions continue to recover from the Great Recession more disengaged employees may seek to change jobs over the next year.
The Hay Group consultants say average employee turnover rates over may rise above 20 percent over the next five years.
Further, employees who receive enticing job offers say increasingly that they would accept them.
Some common misconceptions about turnover:
(1) All Turnover is Bad.
In fact, turnover can be harmful as when skillful, hard-working team players leave or helpful as when troublesome misfits move on and brighten their former coworkers’ day on their way out.
(2) Employees Usually Quit for More Money.
Although some job changers leave for more pay, salary or hourly rate is not necessarily the best indicator of employee willingness to jump ship. Often more reliable predictors are their relationships with managers or supervisors, promotion opportunities, or inability to learn new job skills or to deal with stresses. As often as not, the motivation to change jobs is something other than money.
(3) Managers Cannot Decrease Turnover.
Some business managers believe high turnover is an inevitable fact of life in their sectors, but the fact remains that some businesses in the same sectors have much lower turnover ratios than have others. Many if not most employees leave voluntarily because of unpleasant relationships with their supervisors or managers. Leadership and the culture it creates can retain employees or repulse them.
(4) Numbers Are Not Important.
Turnover rates must be considered in their contexts. Industry and geography can contribute to turnover ratios. A 30-percent fast-food or retail turnover rate in San Diego may be outstanding. A 10-percent aeronautical company rate in Seattle may be high. Turnover can be complex, and the reasons for it are significant for business planning purposes.
(5) Turnover Does Not Affect Profits.
Some business managers believe because turnover is inevitable they just have to learn to live with it as best they can. Generally, however, the lower the turnover rate, the more profitable is the business because long-term employee retention can build profitable relationships with customers. Conversely, popular employees also can draw customers with them away from the business when they leave.
Data from employee engagement opinion surveys consistently indicate job aspects that matter more to employees than how much they earn:
- Good working relationships with supervisors
- Opportunities to learn and grow
- Meaningful work
- Respect and appreciation
- Recognition for contributions
- Autonomy and authority
- Flexibility in time and attendance
No doubt employers must pay fair market wages to attract and retain productive employees. Beyond pay, which managers typically do not control, many other variables are within their domain, so they may do well to consider certain suggestions:
(1) Hire Wisely.
Interview applicants with care not only for the right skills but also for cultural fits with team and organization. For best results, several people should interview applicants, preferably the same day, for multiple impressions of their prospects for success.
(2) Put Employees First.
Managers should recognize subordinates as unique contributors by offering some flexibly in schedules and allowing telecommutes, which can be productive and profitable timesavers, whenever appropriate. A bonus or compensatory time off as a reward for extra effort on extensive projects always builds morale. Managers should have daily contact with their team members as visible, accessible, and approachable.
(3) Keep Employees Informed.
Employees never complain about receiving too much information, so managers should talk often about what’s going well and about the organization’s goals and challenges. Communications can be by e-mails, formal and informal meetings, and one-on-one conversations.
(4) Training Opportunities.
When business managers provide employee training, the organization gets personnel more knowledgeable and efficient with better chances for advancements and promotions. Fewer feelings of stagnation and frustration make the workforce more engaged. Investment in training employees signals investment in their future in the organization.
(5) More Leadership and Less Management.
If, as some analysts say, employee trust in management is at an all-time low, managers can help rebuild it by being open to creative employee initiatives for improvements, by careful consideration of employee input about how to do the job better, handle customer complaints, or maximize efficiencies. Look for opportunities to recognize and praise efforts that add to team and organization success.
(6) Make Retention a Company Commitment.
Employee retention is important to team and organization success. Managers should ask disengaged employees what they like and dislike about their jobs and what they would change. Changes based on what they say are always good morale builders.
(7) Compensation and Benefits.
Top management at least annually should review compensation and benefit plans for competitiveness and adequacy for employee needs. The review should be of not only base and variable compensation but also long-term incentives and health and wellness benefits.
(8) Employee Opinion Survey.
Management needs to be aware of employee opinions on what works and what does not by getting a current picture of employee engagement and acting to address concerns. This proactive approach may prevent loss of the most talented in the organization.
EPIC™ employee opinion surveys give business managers a real-time picture of company climate and of staff happiness levels by developing in employees a willingness to answer weekly, seven-question, micro-surveys.
By keeping the surveys short, closed-ended, and frequent and by awarding prizes for regular participation, the program outreach has been as high as 73 percent of all employees.
This high frequency of highly reliable, first-hand information helps business managers take timely, effective action to remedy identified disengagement problems.
Now times have changed, we no longer live in the slave models where the foreman, a whip in his hand, was next to the worker giving orders and watching him perform the work. Surely as time goes by, it brings a permanent evolution, and in the workplace itself it definitely has brought significant changes. Every day more companies are concerned that their workers are well involved with their work, and are looking for ways that this is accomplished in a greater proportion. We will learn about the 3 elements that drive their workers to feel more involved and engaged.
a.) Good leadership:
It is perhaps the fundamental base. A good leader not only directs but accompanies, gives feedback, proposes, suggests and is aware of the situation to perform real-time management. He pushes his team to reach its goal and is the primal model of involvement. He is the first really committed to the objective for the company’s sake rather than for his personal satisfaction.He may be the direct supervisor or a coordinator, but it falls on him the resposibility of leadership that aims to create a culture of feeling part of the organization.
b.) Meaningful work:
We all want to have the best position of the company and better pay, but this we will get according to our profile. Many times we have to work on what is available, even in things outside of our strengths, talents and skills, however, it is a joint effort of both the company and the employee that the work will be meaningful: From the company’s standpoint, it is to provide the conditions necessary for the person to feel well, happy and motivated enough so as to exercise, monitor, control and evaluate their achievements; from the employee’s standpoint it is putting their talent and effort to give the best results, without anyone asking what it is but to fulfill and give a little more.
c.) Professional and Personal Growth:
It’s a crucial element, because nobody wants to stay the same for all of its life.The necessary conditions should be given to provide at the level of permanent training and academic incentives,the conditions which will allow the development of the individual in all areas, in order to continue getting better achievements for future promotions and better jobs, both within the company or elsewhere. This gives certainly an involvement to the extent that the person feels it is part of the company and not just another employee doing the same for all eternity.
Thus, adding these concepts assertively, we will make employees feel total adherence to the goals, mission and vision of the company. To learn how you can implement strategies that enable greater employee involvement, at ClarityWave we have tailored solutions, based on the current reality of your business and taking action to get the best results..
If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™
Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.
In the workplace, in order to have engaged employees, one of the predominant factors for improving productivity rates and have a better work environment, is promoting ways so that employees feel comfortable and perform their tasks with more zeal and enthusiasm. To ensure that employees are more involved with their work, it’s a good idea to use a series of basic recommendations which are fundamental. Here are some of them:
1- Promote comfortable workplaces:
Look, not only for good ergonomics and postural places, but also suitable areas, good temperature and lighting, and that the work tools are available without much displacement to perform the work.
Many employers and bosses think that the mere fact of paying a salary, or financially reward a job, is enough for workers to perform properly. Also important is the verbal motivation that instills, in the team, a sense of connection that allows it, not only to be in tune with the performance of the assigned tasks, but to keep track of the work assigned, and exalt the achievements. All of this results in a good motivation.
that, by fulfilling achievements, may have access to certain benefits. These may be of economic nature like bonds or money, or you may create a plan with points to exchange for, among other things, prizes, free days or public recognition. All of this will depend of course on the nature of the company and obviously will be based on finances too.
There’s nothing better for your employees than the feeling that their work is valued, as they learn more of the same or other related business activities or human development areas. This increases self-esteem and belonging.
5-Recognition of the work:
When an employee is recognized and valued for the work done, he/she will feel committed morally to be more involved in his/her work. The recognition can be done on a billboard posting the best employees, by giving him/her a diploma, or through the corporate website or intranet, among other means.
To consider promoting someone for their achievements, makes that person to feel happy to belong to an organization that highly values the work done.
7-Days of distraction:
To implement, from time to time, integration meetings with the employees, where the values, the sharing and other activities are promoted, allows them to be motivated to perform their work with eagerness.
When the company provides an area for workers to have the possibility to relax the mind, with relaxing couches or music, it becomes a very effective location for active results..
Have the employees propose effective changes as to how to carry out their work.This will be beneficial for the company.
Is to provide confidence and strength for the employees to take responsibility for certain tasks and make a positive assessment of them when performed satisfactorily.
These are just some ways. But with personal and group ingenuity you can devise other strategies that will result in greater involvement of the employees in their work.
If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit ClarityWave.com to learn more about our Employee Engagement software, EPIC™