Knowing when to kick start your employee engagement ideas can be a tough call for many, but the answer is simple. Do it today.
So, you’ve been working hard on a number of different projects lately, and stretching yourself a little too thin. The files on your desk are piling up. Your colleague’s left the company, causing an avalanche of work to fall into your lap. Your can-do attitude means you’re often the person people approach to get things done, because they know it will be done. You’re what some would call a perfectionist – coming in early and working late (not to mention through your lunch break) to make sure the job is done – and is done well.
And often, those employee engagement ideas you’ve had remain at the bottom of your to do list. Just as you start crossing things off, other tasks appear in their place – and employee engagement is left in limbo once again.
The thing is, employee engagement is a concept that you have to put into practice. Embracing engagement and introducing these concepts to your employees is just the beginning, but must be done in order to create any kind of cultural shift within your organisation. No one’s going to do it for you – and if you never climb the diving board, you won’t create a splash.
So whether it means calling in external help or taking a DIY approach, it’s important that you make the process as smooth and simple as it can be, for yourself and your employees. We want to share a few tips with you on kick starting your employee engagement plans today:
1. Don’t half bake it
So, you’ve got an idea, but you don’t know how to put it into practice. Maybe you’ve tried a few things, but nothing seems to stick. Don’t give up at this stage – there are experts who are here to help you. Consult an expert on the subject, and bring someone in to help you.
You’ve probably got enough on your plate, without having to worry about taking on a new task at the same time. The worst possible thing you could do is to deliver half baked engagement activities to your employees – it’ll seem like you’re looking for a quick fix, and that you don’t particularly value what you’re doing. Don’t disappoint your employees with badly delivered plans – just ask for help when you need it.
2. Spread the Word
Once you’ve decided to kick start your plans, let your employees know what you’re doing. Any kind of change can incite fear in an organisation, especially in an unsteady economic climate. If you’re bringing external consultants in to help with your plans, let your employees know why they’re in the office and what they’re doing – it’ll put their minds at rest.
3. Suggestions, anyone?
Ask your employees what they’d look for in a great place to work. Allow them to do this anonymously if they wish, by providing an online suggestions box where they can log their ideas & suggestions. This will help to give you ideas for the future that you know your employees will love, and will also help your employees to feel that they’re part of the bigger picture.
4. Stay in touch
Send out an internal communication (via email, a notice board, the intranet etc) that keeps your employees in the know. It’s a great way to let them know you’re still working hard to make your organisation a great place to work, and also reassures them that their views, ideas & suggestions have been taken on board.
5. Ps & Qs
Make sure you thank your employees throughout the process – after all, they’re sharing their ideas & opinions with you to make your organisation a great place to work. Not only will this impact upon your experience of work, but it’ll also impact on the productivity & profitability of your company. Let them know that their input is truly valued, and that your organisation wouldn’t be the same without them.
We hope you’ll find these tips useful – and if you’ve got any questions or you’d like to chat about engagement in your organisation, give us a call today.
