Last year I released a book called The 7 Personalization Principles, which profiled 7 outstanding organizations that aligned their company mission and values to create exceptional, personalized experiences for both their employees and customers. Through that research, I noticed many patterns in the perks that these top companies were offering their employees to engage them. Gallup also recently released The State of the American Workplace, which reported many of these same perks through their data.
Based on that research, here are the top 6 company perks to consider implementing in your organization to engage your talent in meaningful ways:
- Flex-Time. Netflix was one of the companies that stood out most in this category. They have an extremely flexible work environment where they set high performance expectations. With this they offer their employees a lot of flexibility when it comes to their hours worked. Additionally, they have unlimited vacation time and unlimited maternity/paternity leave during the first year of a child’s birth.
- Remote work. Gallup found that 39% of employees work remotely in some capacity (Gallup, 2017). Allowing your employees to work remotely either full time or part time can be beneficial for both the employee and employer. For example, employees can be flexible with their time, reduce their commuting hours, and have a quite space to concentrate on more demanding projects without interruption from their colleagues. For employers, remote work can reduce real estate overhead costs, serve as a motivator and form of engagement, and show your employees that you give them autonomy and trust.
- Autonomy. Autonomy treats employees to act like owners and make good decisions within a framework of the company values. This serves as a powerful motivator and engager, by enabling employees to do their jobs authentically the way they want to, without micromanagement. Nordstrom, for example, is one company that offers their employees a lot of autonomy to interact with customers how they see fit. They only have one rule in their employee handbook – to use their best judgement at all times.
- Learning and Training. Learning is one of the key drivers of employee engagement, so it is no surprise that your talent want opportunities to learn and grow in your organization. In fact, Gallup found that millennials especially want to be given these learning and professional development opportunities to accelerate their careers.
- Professional Development. Starbucks is an excellent example of a company who consistently emphasizes and encourages learning, training and professional development. They offer full tuition reimbursement to their partners and encourage them to continuously develop themselves. They also strongly encourage promoting talent from within the company, which gives partners incentives to continuously develop their skills.
- Monetary bonuses, rewards. It’s important not to underestimate the power of a bonus or allotment of recognition points to recognize high performance. In fact, 54% of employees said they would switch jobs for a company that offers monetary bonuses as a perk (Gallup, 2017).
There are also some perks that Gallup found employees expect and are considered “basic benefits” including: a retirement plan, health insurance, paid leave, paid vacation, insurance coverage other than health insurance (Gallup, 2017).
GES’s Global Learning and Engagement solutions can help you meaningfully engage your workforce and will check off many of the top perks listed here. To learn more about how you can implement these perks in your organization get in touch for a free 15-minute demo of our Employee Engagement Solution.read more
Let’s start by answering these few questions:
- How far away from you is your phone right now?
- How many times a day do you check your phone?
- How many minutes/hours a day do you spend using your phone for reading, accessing email, apps and other content?
The truth is, 94% of smartphone owners carry their phone with them frequently and 82% say they never or rarely turn their phones off. Plus, 59% of smartphone owners report they use apps on their phones at least several times a day and 27% saying they use them “continuously” (PewResearchCenter, 2015).
These stats don’t surprise me. In fact, excluding phone calls, 99% of my business interactions are done on my phone or tablet.
As a leader, it is critical that you acknowledge these behavior patterns that your employees are so clearly displaying!
When it comes to recognition, engagement and learning, your employees want what they want, when they want it. That means making your Employee Engagement and Learning programs completely mobile integrated.
Think about it, as a leader you would be able to reward and recognize your talent with a tap of the screen (maybe when you’re out grabbing a coffee or waiting for your conference call to begin). Plus, your administrators can access real time reporting and redemption information from anywhere! And finally, as an employee, having mobile integration means having access to their reward portal to redeem points, browse the peer-to-peer recognition feed to congratulate their colleagues, or accessing their learning modules when and where it’s convenient for them.
I talk a lot about leaders removing obstacles that get in the way of their employees doing their best work. Mobile learning and employee engagement gives employees easy access to their organizational engagement portal 24/7 so they can engage with the platform when it’s convenient for them!
In the engagement and incentive market, recognition happens in the moment. By having a truly mobile experience, this fills the gap of only being able to give incentives and recognition when you’re at your desktop. By having a flexible, multi-device platform that is both easy and intuitive to use, it increases utilization and engagement.
Additionally, mobile capabilities are so important for a global workforce, because not every worker always has access to a desktop computer, especially when you look at the statistics globally. Employees and leaders are busy, and it’s costly to take them off the job for traditional training. Having mobile integration increases ROI for global organizations because it will be accessible for even more employees. Plus, delivering layered learning through the convenience of a mobile app, companies will be able to provide just-in-time training and education to accelerate the results.
Think this is something you would like to integrate into your organization? Find out more about GES’s completely mobile integrated, global Employee Engagement and Learning Solutions. Plus, sign up for a free 15-minute demo to experience the platform for yourself!read more
It’s Friday!! How many of your colleagues come in every Friday saying TGIF, Thank Goodness It’s Friday! It’s become a sort of catch phrase in our society, obsessed with clocking in long hours, burning the midnight oil, and then crashing on the weekends.
But what if you stopped living for the weekends and started living everyday saying TGIT, Thank Goodness It’s Today! That instead of loathing the 40+ hours you put in at your job, you found a job that fit your life.
Burnout has become a real epidemic in the workplace and once an employee hits a certain threshold there’s often no going back. 64% of North American employees report high levels of stress (Statista, 2016).
Some signs that you or a colleague might be exhibiting employee burnout include, feeling tired or sick, muscle tension, headaches, no longer caring, procrastination, irritability, and no sense of satisfaction or pride associated with your work (OfficeVibe, 2014).
As an employee, some things you can do to reduce your stress and burnout when at work include:
- Relaxation techniques including yoga, meditation and deep breathing.
- Making time for exercise (even if it’s a 20 minute walk around the block on your lunch break).
- Taking time off. This time away from the office can often give you time to reflect on how you can perform more effectively and efficiently when you’re there.
- Communicate openly. Learn to communicate with your team and let them know when you are overwhelmed or are unable to take on any more work capacity. When you communicate, you will often find people who are able to help with a project.
As a leader, you play a critical role in preventing employee burnout and stress and creating a work-life balance and environment conducive to productivity and high performance. Some ways that you can create a culture where employees are engaged, loyal and want to refer others are:
- Remove obstacles that get in the way of your employees doing their best work. This might include examining unnecessary policies and procedures such as dress code, vacation time, remote working, or flex time.
- Provide Learning and Development opportunities. Give them the tools they need to do their job. Your talent want to feel enabled to best serve their colleagues and customers and want skills that will make them more marketable now and in the future.
- Give autonomy to your employees. Don’t micromanage your workers. This just makes them feel small and unimportant. Train your employees to understand your company’s values and vision and allow them to make good decisions within that framework.
- Communication openly and authentically. Schedule regular meetings where you can touch base on your employees. Once a week or every 2 weeks is a good time frame, this way you stay on top of knowing their workload, when they are overwhelmed, and when problems arise you can help to solve them quickly.
- Recognize and reward service and performance. Authentic recognition is so important to make your employees feel acknowledged. When you recognize your employees (both monetarily and non-monetarily), they will feel more engaged and energize and willing to put forth their best efforts.
For more information on creating a company culture where your employees (and customers) will want to stay longer, and positively refer others get in touch for a 15-minute demo of GES’s Employee Engagement Solution.read more