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3 Suggestions & Concepts to Make Worker Engagement Thrilling

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Your workers typically have superb concepts. Do you know the Ps and the Completely satisfied Meal got here from workers? Unreal, proper? So, whenever you’re eager about your worker engagement program, you may wish to convey 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 folks a way of possession in this system, which may also help take your tradition to the following stage.

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 below are three of my favourite concepts which have confirmed (again and again) to convey workers on the journey of ongoing engagement:

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

1. Get your folks 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 many others. A straightforward approach to get your folks 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 won’t solely assist make a number of key selections simpler (validating a number of of your personal concepts, possibly) however will assist your folks 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 neighborhood. SNHU concerned workers from the beginning, gathering a cross-functional staff of people that performed focus teams and interviews to find out what workers thought recognition ought to appear like on the firm.

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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 items and restricted in its attain as most recognition occurred inside departments with no crossover.

SNHU eCard examples

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 replicate the corporate’s core values. The platform has been an ideal 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 improve 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 amazing design could make or break your program. That’s as a result of if folks 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 folks to contribute to the design – or key “design options” similar to the colour scheme or title – can create a optimistic affiliation from the beginning. 

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

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One of many most important objectives when launching the platform was to attach workers throughout all departments and assist the day-to-day tradition that’s a vital 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 folks 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 advantage of workers. This technique has paid off for Plymouth Neighborhood Houses, with a 310% improve in communications engagement since launch and 91% of employees saying that PCH is a superb place to work.

3. Let your folks launch it 

Launching an engagement program is an thrilling factor, so creating some pleasure across the launch may also help you get off to an ideal 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 folks.

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

The staff at THH began with employees workshops to ascertain areas of enchancment and be certain 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. With a purpose to encourage extra possession, THH recognized “employees champions” who acquired pre-access to the location in order that they might change into 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 hold workers concerned and excited.


Making your worker engagement platform a long-term success begins with worker suggestions. Need to study extra about getting began by yourself engagement journey? Get in contact with an Worker Engagement Specialist at this time.

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