How Can You Manage and Improve Employee Engagement?
In the quest to boost employee engagement, we've gathered insights from eleven HR professionals, including Directors of HR and HR Managers. They share methods ranging from implementing a communication platform to conducting proactive stay interviews, offering a spectrum of strategies to enhance workplace involvement and satisfaction.
- Implement a Communication Platform
- Customize Employee Benefits
- Create Personalized Development Plans
- Foster an Inclusive Culture
- Develop an Internal Learning Program
- Conduct and Act on Regular Surveys
- Practice Regular Open Communication
- Support Employee Side Projects
- Personalize Recognition and Care
- Communicate from Onboarding to Check-Ins
- Conduct Proactive Stay Interviews
Implement a Communication Platform
One method we've found highly effective for managing and improving employee engagement was the implementation of a new communication platform that directly connects our organization with frontline field workers. This platform has been a game-changer, fostering a sense of community and inclusivity by allowing for instant communication and personalized interactions.
From the moment new hires join us, they receive personalized welcome messages that set the tone for a workplace where every voice is valued. The platform’s real-time surveying function is particularly powerful, enabling us to gather feedback at every stage of the employee journey. This feedback allows us to quickly address any concerns and build on what's working well, leading to a noticeable increase in morale and retention. By prioritizing communication and actively listening to our team, we're not just improving engagement—we're building a stronger, more connected community.
Customize Employee Benefits
At Bravo Benefits, we believe that one of the keys to boosting employee engagement is aligning benefits with what truly matters to them. We help our clients implement customizable benefits packages, which allow employees to choose the perks most valuable to them—whether it's additional wellness support or educational opportunities. This tailored approach not only enhances engagement but also shows employees that their individual needs are valued and met.
Create Personalized Development Plans
One effective method is to make Personalized Development Plans. This is how it works:
1. One-on-One Conversations: I start by having in-depth one-on-one meetings with employees to understand their career goals, strengths, and areas they’d like to develop.
2. Customized Development Plans: Based on these conversations, I create personalized development plans that align with both the employee’s aspirations and the company’s objectives. These plans might include training opportunities, mentorship, stretch assignments, or pathways for career advancement.
3. Regular Check-Ins: I schedule regular check-ins to review progress, adjust goals as needed, and ensure employees feel supported in their development.
4. Recognition and Rewards: As employees achieve milestones in their development plans, I ensure they’re recognized and rewarded, further boosting engagement and motivation.
This method has led to higher employee engagement by making individuals feel valued and invested in. Employees are more motivated when they see a clear path for growth and know that the company is committed to their development. It also fosters a culture of continuous learning, which benefits both the employees and the organization as a whole.
Foster an Inclusive Culture
One method that has been a foundation of my work for managing and improving employee engagement is fostering a culture—an environment where every individual feels safe, respected, and valued. When people feel genuinely included, their commitment and enthusiasm naturally rise, leading to a more engaged and productive workforce.
As an organizational psychologist and HR leader, I have emphasized the importance of creating an environment where open communication is encouraged and embedded in the organization's fabric—its culture. Ensuring that all voices are heard—whether through regular feedback channels, suggestion boxes, town hall meetings, or one-on-one sessions—provides employees with various opportunities to contribute their ideas and concerns. This variety is critical because different people feel comfortable expressing themselves in different ways.
An essential part of this inclusive culture is having managers who are approachable and genuinely open to feedback. An open-door policy, when sincerely practiced, can make a difference. It signals to employees that their input is valued and that their leaders are invested in their well-being and success. This inclusive environment doesn't just happen overnight; it requires accountability, consistent effort, and a commitment to listening and adapting based on what you hear.
Organizations that prioritize these principles typically enjoy better financial results, higher levels of employee engagement, and, ultimately, happier customers. When employees feel they are part of something bigger and that their contributions matter, they are more likely to go the extra mile, creating a positive cycle of success that benefits everyone involved.
By developing and strengthening this inclusive environment, you enhance employee engagement and build a strong foundation for long-term organizational success—a true win-win!
Develop an Internal Learning Program
Our team thrived when they had opportunities to expand their skills and knowledge. So, we developed an internal learning program where employees could access our vast library of e-books, articles, and webinars. We even encouraged them to contribute their content to share expertise and insights.
One memorable instance was when an employee took the initiative to create a webinar on a niche e-learning topic they were passionate about. Not only did this project boost their confidence, but it also sparked interest among their peers, leading to a series of similar initiatives. This approach has created a dynamic environment where employees feel valued and motivated to contribute to the company's growth, ultimately enhancing their engagement and satisfaction.
Conduct and Act on Regular Surveys
We’ve always made conducting regular surveys and acting on the feedback a key part of how we manage and improve employee engagement. These surveys are an anonymous space for employees to share their concerns, ideas, and suggestions. By making sure every voice is heard without fear of being judged, we’ve been able to get to the issues that matter most to our people. This empowers employees and helps us find trends and areas to improve that we wouldn’t have seen through other channels.
But most importantly, the real impact comes from us acting on the feedback we get. When employees see their input leads to real changes, it builds trust and makes them feel valued in the organization. Whether it’s changing policies, improving the workplace, or introducing new initiatives based on the survey results, the continuous cycle of listening, acting, and refining creates a more responsive and engaged workforce. Over time, this has created a more positive company culture where employees are more invested in their work and the overall success of the business.
Practice Regular Open Communication
The most effective method for managing and improving employee engagement is the simple but often overlooked practice of regular, open communication. Through channels like one-on-one meetings, team meetings, employee surveys, and employee resource groups, HR professionals help to build trust, improve team morale, and create a more positive and productive work environment.
Support Employee Side Projects
Encouraging employees to pursue side projects has significantly boosted employee engagement at our firm. This is because when team members are given the freedom to explore interests outside of their primary responsibilities, they return to their core tasks with a renewed sense of purpose and creativity. This isn't merely about providing a break from routine; it's about recognizing and nurturing the diverse skills and passions each employee brings to the table. These side projects allow them to expand their capabilities in ways that may not be feasible within their regular duties, leading to personal growth that also benefits the firm.
A standout example is a solicitor at our firm who developed a strong interest in legal technology. With our support, he embarked on a side project to create an automation tool for some of our repetitive administrative processes. This wasn't part of his job description, but his passion for technology drove him to explore this area. The outcome was more than just personal satisfaction; the tool he developed streamlined several tasks, saving time and reducing errors across the firm. This success story sparked a wave of interest among other employees, who began thinking about their own side projects, seeing them as an opportunity to contribute in unique ways while also pursuing their interests.
Supporting side projects goes beyond just allowing time for them; it requires a culture that values and recognizes these efforts. We've discovered that when employees feel supported in pursuing their passions, they are more inclined to take initiative and bring innovative ideas to the table. This has created a workplace atmosphere where creativity is encouraged, and everyone feels empowered to think beyond their day-to-day tasks. Employees start to see their work as part of a broader, more fulfilling experience, which naturally boosts morale and engagement.
Personalize Recognition and Care
As someone with over 25 years of experience in human resources, I have found that one of the most effective methods for managing and improving employee engagement is through personalization and genuine care for each individual employee. This is especially important in a corporate setting where employees may feel like just another number.
Specific examples that I have found to work the best are coffee chats with employees, personalized recognition, and rewards for their hard work. Something as simple as a 'congrats cake' to celebrate personal milestones like weddings and the birth of a child can go a long way in making an employee feel valued and appreciated.
Communicate from Onboarding to Check-Ins
As simple as it sounds, communication is key. We hire a number of warehouse associates across multiple locations, and we start the engagement process from the moment they have accepted the offer. All levels of management—up to our Senior Director of Operations—will call or email them, letting them know we are excited to have them on board. Also, we are now using a survey tool (WorkStep) that will provide check-ins at 7, 30, 60, 90, 180 days, and on a recurring basis every 90 days moving forward.
Conduct Proactive Stay Interviews
One effective method for managing and improving employee engagement is the implementation of regular "Stay Interviews." Stay interviews are structured one-on-one conversations between managers and employees designed to understand what keeps employees motivated, engaged, and satisfied in their roles, as well as to identify any potential issues or areas for improvement before they lead to turnover. Unlike exit interviews, which happen when an employee has already decided to leave, stay interviews are proactive and focus on retention and engagement.
