The engagement measures that modern employers rely on

You snooze, you lose. This also applies in the business world: a company has to offer employees something in order to retain them. Most of them are only partially committed to their employers.

Marco Meister

You snooze, you lose. This also applies in the business world: a company has to offer employees something in order to retain them. Most of them only feel partially committed to their employers. But companies can take action to motivate employees working for the company: employee engagement. To foster employee engagement, you need to get to know your employees, their interests, needs and concerns. This is where frequently conducted pulse checks come in handy. You will get far more accurate insights than if you simply launch a yearly employee survey. Ultimately, you get results and thus the opportunity to adapt very quickly. Yet pulse checks alone are not enough, the appropriate measures have to be implemented.

What we heave learned atwork.

We have worked with the ZHAW to develop an industry-specific portfolio of engagement measures for each survey outcome. Depending on the scenario, the tool suggests targeted measures and draws on case studies to identify proven measures.

Activities in the areas of corporate volunteering, sports, culture, further training and company events have proven to be extremely effective measures for employee engagement. Corporate volunteering plays a major role for purpose and team building. Activities such as Yoga@Lunch or exercising in general are especially popular with younger employees. Even soft measures such as providing high-quality, healthy food will satisfy many employees.

The importance of measures in the area of (corporate) communication should by not be underestimated. Employees often crave access to their managers for regular and open dialogue. Managers who recognize good work through praise and acknowledgement can positively impact the corporate culture and thus make important changes.

Many employees value opportunities for further education. Ultimately, it also promotes the marketability of the employees. However, the main characteristic of modern employers is that they value quality of work over quantity, and productivity over presence.

Of course, a successful company must be prepared to change and, if necessary, to abandon old habits and established processes. Very often an effective employee engagement strategy results in the need to change the existing company culture. Employee engagement is not a sprint but a marathon for a business. Success won’t happen overnight, but if you stick with it. It’s important that employees feel that they are being heard throughout the entire process and that ultimately something in the company is changing. This motivates and encourages them to perform their best. So, don’t hesitate – take action! As you know: you snooze, …

With hands, head and heart atwork.

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