3 Ideas & Concepts to Make Worker Engagement Thrilling – amandaanswers.com

Your workers typically have superb concepts. Do you know the Ps and the Blissful Meal got here from workers? Unreal, proper? So, if you’re fascinated with your worker engagement program, you would possibly need to carry your workers on the journey.

We see that when workers are concerned, it helps to generate buy-in and enhance the uptake of initiatives, however extra importantly, it offers your individuals a way of possession in this system, which may also help take your tradition to the subsequent degree.

In my expertise, one of the best concepts are sometimes the only ones – which is a bonus as a result of they’re additionally simpler to execute. Listed here are three of my favourite concepts which have confirmed (again and again) to carry workers on the journey of ongoing engagement:

1. Get your individuals concerned within the concept stage
2. Contain workers within the design
3. Let your individuals launch it

1. Get your individuals concerned within the concept stage

In the beginning of each program, there’s an concept stage. You make selections on what to incorporate, what to not embrace, what to prioritize, and so forth. A simple method to get your individuals concerned is to ask for his or her enter. A brief, easy worker survey or a spotlight group that collects the ideas and opinions of your workers is not going to solely assist make a number of key selections simpler (validating a number of of your individual concepts, possibly) however will assist your individuals really feel concerned, from the very starting.

That is what Southern New Hampshire College did, when the COVID-19 pandemic left its workforce distributed and disconnected – there was a necessity for an worker recognition program that would foster a way of group. SNHU concerned workers from the beginning, gathering a cross-functional staff of people that carried out focus teams and interviews to find out what workers thought recognition ought to seem like on the firm.

The worker suggestions revealed that whereas recognition was a high precedence for workers, many workers felt that recognition was inconsistent, closely centered on one-time presents and restricted in its attain as most recognition occurred inside departments with no crossover.

The staff took this suggestions and labored to develop a sturdy recognition program, dubbed “Shine,” that options a wide range of eCards to rejoice successes and mirror the corporate’s core values. The platform has been a fantastic success, with 85% of workers sending and/or receiving recognition and greater than 16,000 eCards despatched since since launch. The staff additionally noticed a 6+ level enhance of their annual worker opinion survey, which reveals how the staff’s diligence and use of worker suggestions paid off.

Discover how an employee recognition platform can help you build a continuous  culture of recognition Learn More

2. Contain workers within the design

An awesome design could make or break your program. That’s as a result of if individuals really feel related to one thing, they’re extra probably to make use of it. In the event that they don’t, then it might be a wasted train. Asking your individuals to contribute to the design – or key “design features” resembling the colour scheme or title – can create a optimistic affiliation from the beginning.

Plymouth Neighborhood Properties offers a fantastic instance of how vital platform design might be in driving engagement and program adoption. Following an intense interval of change, a workers survey revealed that half of PCH’s workforce felt disconnected from the corporate and solely 38% of workers felt constantly acknowledged for his or her work. Additional workers suggestions revealed that workers had hassle accessing the earlier intranet website and weren’t partaking with their advantages, so PCH determined it was time for a brand new platform.

One of many primary targets when launching the platform was to attach workers throughout all departments and assist the day-to-day tradition that’s a necessary a part of PCH. Tapping into their native roots, the staff determined to call the platform “Jannet,” which performs on “Janner,” the regional nickname for individuals from Plymouth and one thing each worker at PCH might relate to. Jannet has even taken on a lifetime of her personal, as the corporate has used her picture in focused campaigns to get workers enthusiastic about utilizing the platform.

Instance of promotional supplies utilized by PCH when launching the platform

Jannet promo blog

PCH’s tradition is embedded all through the platform, with eCards linking again to organizational values and “Jannerisms,” and Jannet’s picture is featured prominently as a reminder that the platform is for the good thing about workers. This technique has paid off for Plymouth Neighborhood Properties, with a 310% enhance in communications engagement since launch and 91% of workers saying that PCH is a good place to work.

3. Let your individuals launch it

Launching an engagement program is an thrilling factor, so creating some pleasure across the launch may also help you get off to a fantastic begin. Making a “launch-plan” working group of worker champions can drive some enthusiasm in direction of the launch – and energize your launch marketing campaign with new concepts straight out of your individuals.

Tower Hamlets Properties efficiently concerned its individuals at each stage of the method to encourage extra possession and drive platform utilization. As a result of the corporate was created from a workers switch, Tower Hamlets Properties lacked a definite “THH identity” and tradition, so that they wanted a platform that would join workers to one another and the enterprise.

The staff at THH began with workers workshops to determine areas of enchancment and make sure that the platform was assembly workers’ wants. THH then created teaser campaigns with branded emails and posters to get workers excited, however they did not cease there. As a way to encourage extra possession, THH recognized “staff champions” who acquired pre-access to the location in order that they might grow to be consultants and assist different workers post-launch. On the day of launch, consultants of “The Hive” led seminars attended by senior managers to additional drive adoption.

The Hive platform mockup

The corporate has seen nice success, with 30% of its workforce registered on the platform in solely 12 days and 83% registered two years post-launch. The staff is continuous to search out new methods to drive engagement with the platform and preserve workers concerned and excited.

Making your worker engagement platform a long-term success begins with worker suggestions. Need to be taught extra about getting began by yourself engagement journey? Get in contact with an Worker Engagement Specialist right now.

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