Supporting efforts with strategically focused communications is key
Typically, programs aimed at raising employee engagement target an employee's sense of belonging (e.g., team building, inclusion, peer recognition, anniversary awards, etc.) or contribute to a sense of significance (e.g., communication, special rewards or sales incentives, training, special projects, job rotation, etc.). Today's most effective engagement programs welcome employees making them feel part of a community. In addition, recognition awards help celebrate your people.
No matter what elements your engagement program offers today, you should support those efforts with strategically focused communications.
Below are four actions that HR leaders should consider to increase employee engagement:
1. Communicate the positive
When positive, relevant information is available, share it with employees formally, frequently and fully. This can include corporate financial data, (e.g., revenues, sales, costs of sales, etc.), industry or sector data, (e.g. analysts reports, news about material/commodities costs), or national, state or regional data (e.g. decrease in state taxes, increase in industrial output). If your organization changes course, communicate the information as progressive and positive. Too often managers share this type of information but the rank and file employees are not included soon enough.
Think about how emotional your employees are when they think about their 401K assets? Company performance affects their livelihood so find positive ways to talk about it. By communicating, you gain trust and foster increased loyalty by involving and educating employees on topics affecting their financial future.
2. Share perspectives
Regardless of your organization's size and complexity, share the collective throughs of your senior management team. Do you expect sales to change? How is the marketplace evolving? How about profits/margins? How might the tax package affect your organization? Even if there are concerns (e.g. shifts in the marketplace), employees feel better when perspectives are shared up and down the chain. Something as simple as a monthly "viewpoint" email on topics relevant to employees can engender trust.
3. Empower through training
Most organizations provide consistent education or information on basic benefits, healthcare, employee or 401k plans, employee rules and regulations, etc. Recognition, rewards and incentives are often times announced effectively but fall off the communications radar too quickly. At a minimum, work with your program administrator to provide updates on company sponsored, non-core benefits. Help your workforce to take advantage of available perks such as discounts or special event opportunities. Additionally, consider providing company sponsored education on topics important to employees such as reducing credit card debt, managing a home budget, prioritizing expenses, making purchasing decisions, optimizing career opportunities, etc. This type of education becomes an additional engagement tool. It shows employees that your organization is sincerely interested in helping them navigate family life and optimizing their financial future.
4. Make it personal
The more personally relevant you can make employee communications, the better. When employees feel like "my company gets me" they listen more carefully and trust more consistently. Rewards, recognition and incentives should be designed to align with the personal needs of employees. If employees have families, maybe the benefits should be configured to help the entire family. If the employee has shown an interest in music, theater, outdoor activities or sporting events, then incentives should be configured to align with those interests.
Generally speaking, people don't want choice. They want their choice. Help employees sift through comprehensive incentives by tailoring options to align with their personal interests. You'll effectively demonstrate that you "get them" and get credit for trying to make their life more enjoyable in some small but meaningful way.
