The Best Employee Engagement Ideas To Implement
If The Great Resignation is any indication, employee engagement matters – and it matters a lot. “Employees are (rightly) distracted and reassessing what they want and need from their work lives,” according to Morgan Baden, the Head of Executive Communications at Acumen, who has worked in internal communications and employee engagement for 20 years.
“While that sounds like bad news, it’s actually a big opportunity for company leaders and company communications teams, who can use this moment to make sure the brand’s mission and vision are clear, that the company’s goals and purpose are transparent and meaningful, and that employees are given space to be heard and considered. Employee engagement has truly never been more important than it is right now.”
Not to mention the impact of remote and hybrid work on employee engagement strategies. “With an increase in remote and hybrid working styles, it’s tougher to really engage employees as they aren’t always physically around,” adds Jim Sullivan, CEO and Founder of JCSI, a project recruitment process outsourcing firm.
As Baden puts it, employee engagement can’t be an afterthought. And it also needs structure, says Sullivan: “Some leaders may think giving team members more freedom to decide what they want to do helps engagement, but it’s actually the opposite. Structure helps to ensure everyone is comfortable and able to participate accordingly.”
Here are the best employee engagement ideas to implement.
1. Articulate organizational values
If your organizational values feel fluffy or your vision and mission statements are just pretty words that don’t match your actions, it may be time to check in and get clear on what makes the purpose of your organization important and impactful beyond business goals.
“Keeping employees informed and engaged takes energy, time, and intention – and it requires experienced communications leaders who can work in partnership with all parts of your business to make sure company priorities and values are clear and meaningful,” says Baden. “Employees are engaged when they realize their work matters and when they feel heard and valued by company leadership.”
2. Get clearer on roles and responsibilities
Getting clear on roles and responsibilities could fix the engagement issues of many teams. “A major reason for a lack of engagement in employees has to do with people not fully understanding their roles and responsibilities. It’s tough to be consistently engaged when you feel a little lost at work, and aren’t sure how to fix it,” says Sullivan.
As a leader, help team members understand their roles and what they need to contribute to the team and organization. Define overarching expectations and how they translate into day-to-day work.
3. Harness the power of storytelling
What does storytelling have to do with employee engagement? A lot, according to Baden. “Whether it’s an intranet or a standalone microsite or even just a Teams channel dedicated to amplifying company wins, employees are engaged when they are able to learn about and share stories within their teams and across their companies,” he says. “Communications teams should be mining companies for stories and uplifting them in creative, visual ways that help employees feel more connected to the business—and to each other.”
4. Implement feedback loops
Communication is crucial in general, so it’s a good idea to implement ways to open up the channels. “Having an open door policy is essential if you want to encourage employee engagement. People need to know it’s okay to come to you for clarification and offer suggestions or insights that can help employees or the company,” adds Sullivan.
This means “top-down, bottom-up and circular feedback loops,” says Baden. “Anonymous employee surveys; frequent opportunities for Q&As with leadership; virtual suggestion boxes—all of these contribute to a climate of trust and transparency,” he says.
5. Take employee recognition seriously
Specific feedback about how team members are contributing can go a long way in terms of improving engagement. “Always give insight into how exactly each team member is helping the business. Whether it was working on a specific project, or taking the lead on something. It’s important to give your peers recognition for their specific contributions,” says Sullivan.
Set goals around employee recognition – Baden recommends building “vibrant employee recognition programs.” “People are working hard in impossible times. Companies should proactively celebrate those individual wins,” he says.
6. Invest in career development
In order to recognize and celebrate achievements, team leaders need to spend time getting to know the individuals that make up the whole.
“Know what strengths each team member has, and how it plays into their role. This helps when you need to work on something specific as you know which members would be good at what. It shows recognition of them as an employee, and reaffirms their role,” according to Sullivan.
This process translates into investing in career development and being transparent about a path to achieving individual goals. “Every employee deserves to know what they’re working towards, and how to get there,” says Baden.
7. Implement digital platforms mindfully
According to him, you’ll have to rely on a variety of tools to meet employees where they are, especially in a hybrid work environment: “Shared collaboration and chat-based platforms are important for companies that rely on remote or hybrid employees, but those tools need to be thoughtfully implemented and managed by communications leaders. (In other words, you can’t just create a company Slack and hope for the best!)”
8. Think holistically
That being said, none of the ideas above will work as standalone activities, adds Baden. “Each should be a component of a larger internal communications strategy—one that strategically aligns with business goals, considers the preferences of its employee base, and acknowledges that employees who are engaged in their work are critical to a company’s success,” he says.
