"The Luckiest People in the World" - Really?
The HR Leader's Guide to Stopping the Performance Management Madness
Digitalizing Corporate Training Programs
Will AI Deliver the Long-Awaited Tech Revolution for HR?
It's Time to Transform Employee Engagement
Kevin Martin, Chief Research Officer, i4cp
Enhance Performance with Mindfulness
Jacqueline Carter, International Partner and North American Director, Potential Project
Creating a Culture of Wellbeing & Respect: Engaging Employees in...
Maggie G. Mortali, MPH, Director, Interactive Screening Program, American Foundation for Suicide Prevention
Leveraging IoT to Create Workforce Efficiencies
John Padgett, Chief Experience and Innovation Officer, Carnival Corporation
Strategies for Efficient yet Low-Cost Employee Engagement
The commitment of employees is essential for a productive and innovative workplace. Even if the engaged employees are more happy, healthy, focused, and loyal, employee engagement rates are diminishing. According to the American Workforce Survey of Gallup, one-third of the U.S. Employees are committed. While being happy at work, they are committed to improving the company’s efficiency. On the other hand, the survey found that 16 percent of employees are actively disengaged. These employees are unhappy at work and even attempt to undermine what other employees do and build. These people are considered to be the toxic workers of the organizations.
Today, the need for employee engagement become has become a key function for organizations that are looking for effective workforce management. There are several low-cost ways to achieve this. One possible way to get workers excited about the workplace is to give them the chance to lead projects they love. This could be a new product, service, marketing or any other project. This will surprise the organizations by the number of great ideas their employees can contribute.
Volunteering outside the workplace is a great way for employees to develop friendships with each other that in turn keeps them happy to continue working every day. Sponsoring a non-mandated softball team of employees or giving workers room to gather for an after-work book club or hosting a barbeque for staff to attend a weekend are some of the initiatives that could help. It is a small investment that can create a great positive effect on employee satisfaction and the culture of a firm.
Workplace competitions and games are fun and entertaining, and the employer doesn’t have to invest a lot of money. Prizes can be simple, such as vouchers, local event or performance tickets, a free lunch or even a pass to “leave work early today.” Competitions can be productivity-related but are more pleasant for employees if they have nothing to do with work. These are some of the most productive but low-cost strategies that can be practiced even with a low budget; companies can use such strategies to get the employees involved at work and keep them satisfied, reduce the chances of turnover, and ultimately save them even more money.