9 Steps for Establishing Your Employee Engagement Plan

You’ve got the best employees on the planet, right? They work hard and are experts in their fields. But, somewhere there is a disconnect. The culture of your organization is not everything it could be, not everything you would like. Is there a way to ensure that your employees hold to the same values you do throughout your department, or the organization? How can you empower your employees, and foster trust, growth, and loyalty? Here are nine ways to fully engage your employees.

Inspiration From the Top

The most important thing that a leader can do to improve employee engagement is to lead by example. Employees must see the owners and executives demonstrating behaviors set forth in the company’s values. They are far more likely to emulate the respected leaders of the organization than live by a disregarded handbook. Managers and business owners should take advantage of collaboration tools such as HR Software when communicating with employees. Opening up communication channels helps employees to feel more valued and inspires better communication from the bottom up.

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Making Work Fun to Improve Culture and Engagement

For HR and business managers, it can be challenging to create a productive workplace where employees are motivated to be engaged. It may be time to make work fun again with a variety of practices and tools that are implemented. To transform the environment of your workplace and create a positive environment. Here are a few simple changes that can benefit the business.

Schedule outings

Allow your employees to get a break from their cubicle by scheduling outings throughout the month, which can include hosting a movie night at a local theater or taking time to visit the zoo together on the weekend. This will allow them to avoid burnout and get to know one another in a new setting.

You can also schedule sports competitions that allow the staff to compete against one another over a game of baseball, basketball, and soccer. This can offer a greater sense of unity within the company and allow everyone to develop trust and transparency with one another.

Makeover the office

It’s easy for employees to have a lack of motivation when they’re surrounded by white walls and a lack of decor for several hours a day.

Send out a newsletter

Give your staff an interesting piece of reading material during the week by sending out a letter. This can provide fun facts about the company, highlight certain employees, and even provide fun activities to enjoy during the season.

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5 Great Ways to Ignite Your Team’s Energy

There are always periods when, as a manager, you might feel that your team members aren’t as productive as they could be, when their morale seems a little low or when they don’t seem as fully engaged with their work as you would like them to be. This can lead to them leaving the company if the situation becomes really bad, which costs the company both money and time spent either hiring a replacement or training a current employee to replace them.

Celebrate the wins

When something goes well and a client is happy or impressed with the work of an individual or the team as a whole, ecognise and celebrate it. You don’t have to go overboard (not least because the effect will diminish the more you do so), but the energy and positive buzz that is created when something goes well is infectious and has a significant effect on the work and emotional state of the team.

Play to strengths

No team is going to be happy working outside their comfort zone – even if they are trying to develop themselves and learn new things, they have to feel confident and capable in their daily roles rather than worried and uncomfortable.

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6 Ways to Avoid Employee Burnout and Foster Innovation

According to a recent Gallup poll, around 31% of U.S. employees were engaged in 2014. Why are employees less engaged? Some of the blame is due to burnout at work. This burnout, characterized by severe mental and physical exhaustion, is leading to a lack of interest, reduced employee engagement and less work being accomplished.

1. Think out of the box…

Managers should specially pay attention to the personal issues of the employees. If the working environment is up to the mark and helping, then the issue might be associated with the personal life.

2. Open communication is the key to success

It is the art of communication that would make the most intimidating tasks easy and achievable. Every manager wants his employee to be honest and straightforward and to achieve desired results.

3. Vigilant promotions and hiring

Burnout starts when a wrong person is hired or promoted. The managers and HR department should not only give priority to skill….s and expertise but the personality attributes should also be assessed in the best possible manner.

Here is not the end…..

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The Four Key Capacities to Successfully Engage Employees in the Innovation Process

In this IM Channel One webinar authors Jamie Notter and Maddie Grant share research from their latest book, When Millennials Take Over: Preparing for the Ridiculously Optimistic Future of Business, which identifies the four key capacities that must be developed inside organizations in order to successfully engage employees in the innovation process.

By choosing to be digital, clear, fluid, and fast, organizations achieve greater productivity and more frequent innovation. Understanding why this matters to all generations is central to building a culture that meets these expectations.

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25 Steps to Jump-Start your Innovation Journey

We’ve covered some essential ground to help you prepare your innovation journey, and now it’s time to put these concepts into action. The innovation formula addresses the very specific tasks that have to be accomplished for innovation to emerge from your organization not only as a matter of luck or at random, but through a concentrated effort that results in sustained innovation performance. Here you will find the Taking Action steps along with 25 additional suggestions that we hope will help you to think and plan creatively and productively about how to make innovation a reality in your organization.

• Change and complexity, the external world that seems to be different nearly every day.
• Risk and the need to come up with great ideas, and to balance potential rewards with the risks that come with striving to attain them.
• Speed, the imperative to go fast because the external world isn’t waiting around for you or your organization, and your competitors would be happy to seize your market share and make it their own.
• Engagement, because it takes the observations, expertise, and insights of many people working effectively together to come up with great ideas, and then transform them into working solutions to problems that your customers really do want to solve.
• Leadership, because no innovations happen without courage, commitment, support, and often resources, and these are elements that you, as leader, must provide in highly visible and emphatic ways.
• And then tools, which can make the path much easier and faster even if they’re not fancy.

Your Innovation Team

This will be a dynamic group of people from many different backgrounds who have vital roles to play in support of your firm’s innovation management objectives. Without knowing the specifics of your situation, your organization, and the unique challenges you’re facing, please consider the following as a suggestion and a general set of jobs or roles that are useful to the successful pursuit of innovation in a small organization, that is, your company.

Complexity and Change: The Strategy Manager

We began the discussion of your innovation needs, requirements, and opportunities by exploring the driving forces of change that are shaping the world of tomorrow. We talked about technology, science, culture, the population, and climate change, and these broad trends as well as some that may be specific to your industry or your organization present a continually changing panorama that you need to be paying close attention to, for there’s no telling when an external change will lead to a specific requirement or challenge for you.

Getting Started

As you recruit the best people you can find to participate on your innovation team, and work to engage with them as your teammates, colleagues, and fellow travelers on the innovation journey, one of the most important things to remember is that innovation is driven by divergent thinking, which we also know as lateral thinking, and as a leader you must specifically encourage, promote, and indeed insist on the necessity of divergent thinking across all aspects of the work, from the design and management of your innovation efforts, to the conduct of the many ongoing innovation projects.

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