At the core of employee engagement is a feeling of lightness, goodness, and fulfillment, about who you are, what you are doing and how you will do it. When these feelings don’t align, it’s quite possible that you need to examine the culture of your organization to align its mission, vision and values to achieve employee engagement.
Here are a few ideas to help you create a healthy culture that makes for healthy and engaged employees.
Aligning your organizational culture and beliefs should start with listening to your employees. Truly listen to what your employees say are obstacles that get in the way of them doing their job and how you can remove those obstacles. This often takes the form of removing outdated policies and procedures and giving your employees autonomy to make good decisions that are aligned with your company’s values.
Foster and encourage life-long learning opportunities. When organizations encourage growth, and invest in the future of their employees, the employees are more likely to feel energized, engaged and vibrant about their contribution to the company.
Create a culture of inclusion and diversity. Make sure you have policies in place that protect from harassment and mistreatment of all individuals in your organization. Plus, when you focus on diversity as your strength, you will create a culture of inclusion through living by example.
Ensure a safe work environment. Make sure your employees are trained and aware of the occupational health and safety practices and procedures. Encourage and enforce a safe environment by rewarding safety with your employee recognition platform.
Encourage friendly competition when it comes to health and wellness. Integrate a wellness program as part of your employee recognition platform. When your employees feel good from the inside out, their performance will reflect that.
When you create healthy work culture, you will have healthy, happy and engaged employees that will create all kinds of ROI for your organization, including higher productivity, reduced absenteeism, improved morale and relationships, decreased stress, increased retention, and increased recruitment.
Find out more about how GES’s Employee Engagement programs can help you create a healthy culture with a free 15-minute demo.
In our age of fast-growing technology, personalization has become one element that will humanize your customer service and differentiate yourself from other people and organizations. When it comes to service (both internal and external) people want fast, friendly, hassle-free experiences. They want those authentic human-to-human interactions that they can’t get from a robot, app or kiosk.
There are two things to focus on if you want to protect your job from technology:
- Re-skill your workforce to continuously stay ahead of the technology curve (read more here).
- Provide personalized experiences to your customers that will make them stay longer, buy, more, and positively refer others.
Here are 7 prescriptions to continuously have fast, friendly, hassle-free, personalized service interactions:
- Be Authentic. Are you real and genuine in everything you do? Authentic people speak the truth and communicate openly with their colleagues.
- Be Hospitable. Do you make your colleagues and customers feel welcome at every touch point? Start with a positive attitude.
- Be Empathetic. Can you understand and share the feelings of another human being? When you have empathy for your colleagues and customers, you are better able to make decisions that are fair for both parties.
- Be Committed. Are you willing to do whatever it takes, no matter what? Being committed means living your values each and every day, even when it’s uncomfortable or inconvenient.
- Be Competent. Do you have the skills and ability to excel in your role? Being competent means you are enabled with the learning and skills to do your job well and solve your customer’s problems.
- Be Friendly. Friendliness is learned at a young age. Being nice and friendly to your colleagues and customers can create decades of loyalty.
- Be Fun. Don’t take yourself too seriously. Having fun at work can de-escalate stressful situations and make interactions with colleagues and customers much more fulfilling.
What are some of the ways that you personalize your internal and external service interactions?
To read more about these principles, check out The Seven Personalization Principles: Learn the Principles to Thrive in These Disruptive Times.
The concept of Employee Engagement has become increasingly propagated in our culture, and yet with many companies it is built on empty promises and a lack of substance.
To be effective, employee engagement should focus on enabling and motivating talent with both intrinsic and extrinsic rewards that are personalized for each individual employee. When you get it right, employee engagement can create decades of loyalty, increased productivity and exceptional customer experiences.
Here are the top things that your engaged employees will do differently:
- They seek ongoing feedback.
- They want to continuously grow their skills and competencies.
- They seek out opportunities to further develop within the organization.
- They communicate openly and authentically with their leaders and colleagues.
- They look for ways to improve processes and share that with senior leadership.
- They exceed goals and expectations.
- They refers others (as both colleagues and customers).
Your employees want to be co-creators in their engagement and development. The above are some of the ways to identify those highly engaged employees in your organization.
If you’re employees aren’t exhibiting most of the characteristics above, you should stop and examine how you can adjust your employee engagement program to better foster a culture of engagement. If your employees aren’t exhibiting ALL of the characteristics above, you should think about how you can use your engagement program to personalize engagement for each individual to sustain high performance in all these areas.
Get in touch if you’d like to see a demonstration of GES’ Global Engagement Solutions, which 98% of learners complete with significant measurable results.
No matter what you do, no matter who you do it for, no matter how much you get paid, robots and technology are going to affect your job again and again.
Technology impacts every aspect of our lives. It can make our lives better and more efficient – from computers doing complicated calculations, to being able to skype with a loved one from afar, to ordering your favourite meal delivery without having to make a phone call (and much, much more).
Conversely, technology can have a negative impact on our relationships and ability to connect with other humans meaningfully, impacting our privacy, and disrupting the workforce by making some jobs obsolete.
That is why it is critical for leaders and independent contributors to focus on re-skilling their workforce to stay ahead of the technology curve. Technology is fast and always developing and growing, so it’s important that your workforce is always learning, re-skilling and innovating to remain relevant.
One way you can do this interpersonally is with personalized service interactions. Technology has raised our expectations of service – setting a precedent of being able to access everything within arm’s reach. But more and more people are craving personalized interactions that only humans can provide. When you personalize your service interactions, you provide an experience no robot can provide.
Another way to stay ahead of the technology curve is to make innovation a core principle of your organization. It helps to revisit your goals and mission regularly (not just once a year), this way you can assess what is going on in your industry, locally, globally and pivot to stay at the top of your professional game.
Lastly, protect your job from technology and robots by committing to ongoing personal and professional development. Network with other leaders, read about what is going on with the economy, and keep up to date with the trends in your industry. This will allow you to assess where you need to update your knowledge and what areas to focus on with regards to learning and development when re-skilling your workforce.
If you want to read more about how to remain relevant in the age of technology, check out The Seven Personalization Principles: Learn the skills to thrive in these disruptive times.
Click here to download the image above: Humans vs Robots
Organizations spend extensive time, energy and money training and developing their employees with learning, and yet 80% of those learners end up dropping out of their eLearning programs.
Regardless of industry, leaders face the same obstacles and challenges with their learning to create alignment in their organization. Below are the top challenges leaders face and how they can overcome them.
- Taking people off the job for learning opportunities
Too many organizations, implementing traditional training programs, were required to take employees off the job and away from the workplace for days or even weeks at a time. This was extremely costly and time consuming, plus their employees were receiving way too much information, way too quickly, so they couldn’t retain or retrieve the competencies and skills they just learned.
This can be solved with an eLearning program that follows a layered learning philosophy. This process allows learners to only invest 15 to 20 minutes weekly. This gives them information in small, digestible doses that is easier to comprehend and retain. Plus, with mobile integration employees have an even more convenient way to experience the learning.
- A lack of follow up and reinforcement
A lack of follow-up and reinforcement of learning principles is something many leaders struggle with. This has a lot to do with accountability and commitment to putting what their talent is learning into action. An associate’s development is linked largely to support and involvement with his or her direct supervisor. Leaders value being involved in the development process with their team.
The key to make sure the system maximizes the learners’ attention, engagement and commitment is designing the learning modules to focus on putting the learning principles into action. Employees creating a deliverable action plan for their direct supervisors, instills accountability in both the learner and their leaders, to follow up and implement the learning they just received.
- Low completion rates
On average, 8 out of 10 employees drop out of an eLearning program because they think it is too long, boring, or doesn’t focus on action planning and coaching. For companies, this turns into a waste of time and money without much ROI.
The key to success is offering a layered learning process that carries significant, measurable results. Offering employees short, succinct lessons with mobile options in which they can learn in digestible doses will keep employees interested and retention rates high.
- Boring, un-accessible content
When addressing a global audience, most eLearning has one blanket solution for every country with subtitles and voice over to address multi-languages. Employees reject this eLearning considering it boring, long, and disrespectful since it has not been customized or made culturally relevant for them.
Instead, companies with global employees need to create a learning suite spoken in the native language, delivered with cultural sensitivity and relevance, without voice overs or subtitles.
It seems like mindfulness and meditation have become a much larger part of the mainstream discourse nowadays. People are looking for an outlet to cope with stress and anxiety, but also to make space and time to reflect and for creativity to flow.
I believe mindfulness and mediation are extremely beneficial for leaders and employees, and integrating these concepts and philosophies into your employee wellness programs and company culture could offer you and your employees great benefits.
Some benefits of mindfulness in the workplace include:
Self-control. This can be a benefit when dealing with both colleagues and customers. Sometimes people may say or do things you do not agree with, but when you practice mindfulness it gives you a calm, peacefulness to return to when things feel out of control.
Improved concentration. When your employees and leaders can focus better on their work, your organization will be more productive, and your customers will be pleased by how clear and prompt their service is.
Mental clarity. Having increased mental clarity gives employees better ability to make good decisions efficiently, which keeps your processes flowing better, and again, makes for better, more efficient and effective customer service.
Emotional intelligence and empathy. Those with higher emotional intelligence are better able to connect with their colleagues and customers and understand their needs. They are also able to better put themselves in someone else’s shoes, and assess situations with empathy and compassion for other perspectives, with makes for better relationships, communication and service outcomes.
When you use mindfulness practice in your employee and customer interactions you can better gauge how to personalize your interactions with them as individuals. When you are present in your interactions with customers and colleagues, it gives you the ability to better read situations quickly and adjust your response and reaction accordingly. This will make for better customer and employee outcomes.
What benefits have you seen in both your personal and professional life from practicing mindfulness? Share in the comments below!