As a human resource manager, one of the most significant challenges you will be facing is employee engagement. Employees who are not engaged with their companies tend to be lackluster in what they do, and they seem to be exhausted all the time. They also avoid particular situations essential to their individual growth. The worse kinds of disengaged employees are those who are looking for new companies to work for.
Disengaged employees can hurt your company in the long run. They affect all parts of the company and a great hindrance to productivity. However, there are many ways you can keep your employees engaged, and they don’t have to be all that complicated.
Company-wide incentives are essential for the growth of every company. They can also be the key to increase employee engagement within all departments of your company.
When utilized right, company incentives can leave a meaningful impact on your employee’s productivity, attentiveness, and overall engagement. It’s important to align incentives to employee engagement. Incentives such as bonuses and raises aren’t going to keep your employees more engaged. These incentives are primarily tied to employee motivation and productivity. However, incentives like that could help develop their aptitude in their job, or the ability to choose their project can undoubtedly do the trick.
Keeping an eye out for recent trends and new practices on incentives can make a difference in what kind of incentives you can offer in your company. This can also increase your know-how regarding incentives that can keep your employees engaged with your company for years to come.
Despite the proof of the effectiveness of team-building exercises, there are still many companies that are skeptical regarding their investments in the medium. One particular reason for this is that many companies think of team building as a miraculous activity that can fix all of its problems. This is a wrong perception of team-building.
Team building exercises aim to achieve the exercise’s goal. This means if you’re making the goal too general or widespread, then you’re not utilizing the activity effectively. Think of a particular goal first and the theme of the exercise. You can go with leadership, group cohesion, or even employee engagement. Then assign different activities to achieve the goal. Don’t spend too much time choosing the activity because the most crucial part of every simulation-based learning like team-building exercises is the debriefing.
It is in the debriefing process you can assess how much you have increased employee engagement. When they are eager to talk and share about their experience during the exercise, then you’re doing good. However, if they are hesitant or do not share much about their experience, the exercise is doing poorly. Try to stop this from happening by asking your employees to share unique experiences. Give them a moment to think of one instead of letting them state experiences similar to their co-workers.
Giving Company Souvenirs
Souvenirs are one way to engage your employees within your company better. You don’t need to spend a ludicrous amount of money on souvenirs, simple ones like mugs or printed T-shirts can do the trick. The idea is quality over quantity.
First, think or inspect your company’s culture. There are some situations where some employees might have a friendly running joke regarding their jobs. Choosing that and printing it into shirts can make a simple souvenir into something more sentimental. To save time, you can hire a printing company like Insta Graphic Systems to do this for you. This will increase how many shirts you can make and in how much time. This will also make sure that your productivity as an HR Manager. Afterward, make sure the employees receive their souvenirs after a team-building exercise. This is to cement the idea that they are part of a team and that you are all working towards the same goal.
Employee engagement should be one of your main goals as an HR manager. Keeping an eye out and interviewing employees whenever you can make a difference in how they view your company as a whole. This can also make a difference in your company’s longevity because engaged employees are more likely to stay and see themselves making a difference in your company.