Currently there is lots of “noise” related to employee engagement, well-being etc. with plenty of advice on solutions and strategies.
Whilst HR Technologist recommends encouraging employees to become brand ambassadors, and mining the power of video, Cute HR goes for the jugular regarding the need for managers to play an intrinsic role in employee engagement, saying that “People don’t leave companies, they leave managers”. Someone leaving your team? That’s YOUR fault!
But what practical things are people doing that seem to make a difference?
We recently carried out a staff survey and a clear area for improvement was related to greater understanding of how our direction impacted people, and what opportunities that provided. In short people felt distanced from our planning and therefore uneasy about how it could impact them.
So, what did we do about it?
We agreed a simple change in approach. For each of our strategic initiatives, we formed a working group to guide and drive things forward. The working group included people from across our organization that showed interest/aptitude in the area. It enabled them to guide our thinking and as our approach develops, consider if there are new roles they could take on. The key thing has been ensuring the group feels empowered to influence and drive.
So, what’s been the impact? Well feedback from our first working group is firstly that they are keen to get involved and, also, enthusiastic to provide feedback, opinions, and knowledge to challenge and enhance our thinking moving forward. The team are informing our digital strategy and currently investigating and considering a more interactive form of internal communication. Seem to be a win-win for all.
What practical actions are you taking to address engagement and well being?