Employee Engagement
Employee engagement is described as the level of motivation, enthusiasm, and investment in the work that people do. The individual’s devotion to the firm and emotional connection to the individuals they work with are important indicators of engagement. Kathryn McDavid from The Editor’s Pick says two of the most powerful and distinctive employee engagement methods [...]
The post Employee Engagement first appeared on Tekrati and is written by Gia Patterson
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Employee engagement is described as the level of motivation, enthusiasm, and investment in the work that people do. The individual’s devotion to the firm and emotional connection to the individuals they work with are important indicators of engagement.
Kathryn McDavid from The Editor’s Pick says two of the most powerful and distinctive employee engagement methods that HR professionals may plan for in 2022 are ensuring an employee’s welfare and career advancement. Only 15% of employees worldwide are engaged in their jobs, according to Gallup’s State of the Global Workplace report (https://bit.ly/374plp9), which means they are emotionally invested in committing their time, talent, and energy to adding value to their team and advancing the organization’s initiatives. According to a Gallop study, employee disengagement costs the USA $550 billion in lost productivity each year. As a result, it’s easy to understand why this is both a significant challenge for most leaders and managers in today’s workforce — and an incredible opportunity for businesses that master the art of engagement.
In today’s post-pandemic world, the employee experience is defined by experiences that allow your people to thrive in all aspects of their lives, not just at work. Employees today value work-life balance, flexibility, and plenty of opportunity for professional development — these are the true advantages your people seek. In light of this, here are five best practices for developing top talent and keeping teams motivated in 2022.
1. Express Gratitude and Appreciation Frequently:
Inquire about how team members would like to be recognized for a job well done. Send a quick email or call a team meeting to collect feedback on how they prefer to be acknowledged or complimented when and where credit is due. For some, a simple “You did it” may suffice. It might be a one-on-one positive feedback session for others.
The idea is to maintain a level of consistency. Don’t wait for their “review” to notify a team member that they deserve to be rewarded for great performance. Annual reviews are now a thing of the past.
Furthermore, use a tool like Nectar to help you establish a culture that people won’t want to leave by helping you reward exceptional work, build community, promote core values, and enhance employee engagement.
2. Make Work/Life Balance a Priority:
Many workplaces have prioritized the concept of work/life balance. Team members must understand that you regard them as dedicated employees and as a person with a life outside of work that is equally essential.
Offer work-from-home Fridays, unlimited vacation days, discounts on nearby health and fitness programs, or childcare choices to demonstrate that work/life balance is a priority. Incentives that increase a team member’s overall quality of life demonstrate that you are concerned about their well-being.
If you’re stumped for ideas on how to establish the value of work/life balance, consider what makes you happy outside of work and what advantages you would desire. Your coworkers are most likely looking for the exact same thing.
3. Task Meaningful Work:
Employees that are engaged are doing meaningful work and are aware of how they contribute to the company’s vision, purpose, and strategic goals. This is why they must first be assigned to the appropriate position. I’ve made the mistake of employing terrific people simply to get them in the door – with no clear career path or job in mind for them. They’ll go if you don’t get those details sorted out immediately.
Meaningful employment is frequently linked to both an employee’s professional and personal life. An employee’s job may be admired by friends or family members. A project could be inspired by or devoted to a close family member or acquaintance. An encounter with a customer could be related to something in the employee’s personal life. Many of those moments, even if they aren’t particularly enjoyable, can lead to meaningful moments.
While companies cannot make meaningful work for their employees, they can ask themselves and their employees some well-drafted questions to assist them in finding meaningful moments on their own.
While meaningfulness is a personal trait that an organization cannot influence, leaders have the ability to purposefully produce meaninglessness, which they should avoid.
The post Employee Engagement first appeared on Tekrati and is written by Gia Patterson
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Innovation: It’s More Than Just A Nice-To-Have
Our day-to-day lifestyle has significantly changed in this new reality created by the COVID-19 pandemic. Regardless of how tech-savvy you were before, you – like everyone else – now depend on digital tools to manage both your personal and professional life. A lot of these products, services, and platforms did not exist or were only [...]
The post Innovation: It’s More Than Just A Nice-To-Have first appeared on Tekrati and is written by Rob Sterling
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A lot of these products, services, and platforms did not exist or were only available to a select audience before the pandemic. Many were considered too innovative or “nice to have” but not necessary. But think about all of the elderly people staying connected to their loved ones through video platforms, the average families using delivery apps for groceries, or the companies hosting large conferences in virtual setups – the list goes on and on. In most cases, there was no (or little) need for those tools before, so they were scarcely used. And yet organizations still invested in and brought them to market. Looking at the demand now, we can see some organizations were a step ahead of the others. What’s their secret to knowing what will be needed in the future? The answer: their drive for innovation.
Innovation: what does it mean?
How many times have you heard or seen the word “innovation” just today? Well, at least four times in this article so far. And beyond? Yes, it’s everywhere, but it is still an abstract idea for many people – just a buzzword. Let’s dig deeper into what innovation is. Here is how several online sources (linked in the References below) define it:
- Innovation is the process of doing things differently and discovering new ways of doing things.
- Innovation is adapting to change to better meet demands of products or services.
- Innovation is improving business processes and models, developing new products or services, adding value to existing products, services, or markets.
- Innovation’s aim is to provide something original or unique that can have an impact on society.
Understanding and living innovation, especially in times of change
One point that is missing from this list: Innovation spares no one. It is essential for individuals and organizations, for the CEO of a company just as much as the entrepreneur who is just getting started. That said, you do not need to aim be the next Amazon or Airbnb. Small changes can help you foster an innovation mindset to proactively respond to potential disruptions.
Imagine the current pandemic a decade ago: no virtual office meetings, no video calls with family and friends, no 24/7 food delivery to your doorstep. Think about the economic and emotional impact it would have had. By all means, the economic impact today is enormous, but imagine how much worse it could have been in the past. Companies would have stopped operating with no alternatives; there would no e-commerce, no IT infrastructure, and no availability. If there wasn’t an innovative mindset and driven teams that created these products, services, and platforms, we would be in an even less fortunate scenario now.
Write (innovation) history!
“It is only the farmer who faithfully plants seeds in the Spring, who reaps a harvest in the Autumn.”
— B.C. Forbes
At this moment, we are writing history. We are living through the most disruptive period we have ever seen, a time when innovations are needed more than ever. We need to think one step ahead and take this opportunity to reinvent ourselves. We also need to make this an ongoing practice – all of us, from small and midsize businesses to big corporations. Whether you are producing something like face masks and need to rethink your supply chain management due to high demand, or you’re an events company that needs to go fully virtual in a single day, this applies to you.
I strongly believe that we will rise from this crisis with a new appreciation for innovation and change. Innovation should be a mandatory component of your daily experience and strategy instead of being regarded as a luxury – especially now.
References
For more on thriving through today’s disruption and certainty, see the “Navigating Disruption Today, Planning for Tomorrow” series.
The post Innovation: It’s More Than Just A Nice-To-Have first appeared on Tekrati and is written by Rob Sterling
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