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1、6 Tips to Increase Employee Engagement in Times of ChangeWhats keeping you up at night when it comes to your people and your culture?If youre like many HR leaders right now,youre doubling down on your efforts to keep engagement high as you face the dramatic and dynamic changes that have taken place
2、in the world of work.Its against this backdrop that,as a recent Workhuman-Gallup report notes,“The importance of human capital has never been more evident.”The report goes on to add that“recent trends,including declines in employee engagement and increased demands for workplace flexibility,coupled w
3、ith the volatility of the job market itself are putting new pressure on organisations to be mindful of the human element at work.”Fortunately,there are proven ways to increase employee engagement and boost productivity.2What is engagement?“When were talking about engagement,were not just talking abo
4、ut satisfaction”,says Dr.Meisha-ann Martin,senior director of people analytics at Workhuman.“Were talking about people personally connecting to their work and being enthusiastic and energetic around it.Engagement is the outcome of the different aspects of the overall employee experience.”Increasing
5、employee engagement through a more positive employee experience,as Dr.Martin suggests,reaps benefits when it comes to culture and hard business metrics.Gallup recently reaffirmed its decades of research that shows business units in the top quartile of employee engagement significantly outperform tho
6、se in the bottom quartile.Some examples include:81%lower absenteeism 14%higher productivity 10%higher customer ratings 18%higher sales 23%higher profitability3How do you increaseengagement?You only have so much time and energy to dedicate to engagement,so where is it best spent?Industrial-organisati
7、onal psychologists and experts in HR consulting at Workhuman and IBM have done the heavy lifting for you.Think of these as guideposts on your road map to creating a more engaged,human workplace.They are outlined in more detail below,with helpful tips to get started in each area.Workhuman research ha
8、s found that organisations need to have effective leaders and managers who can provide a high level of clarity and direction to employees and focus on the human workplace practices that drive positive employee experiences and engagement,including:1.Build organisational trust.2.Nurture co-worker rela
9、tionships.3.Focus on the meaning behind the work.4.Build recognition and feedback into theworkflow.5.Ensure all employee voices are heard.6.Strive for work-life harmony.4ONE:Build organisational trust.The Great Place to Work Institute considers trust the foundation of a great workplace.Employees inc
10、reasingly expect to trust that their organisation will be responsible and act with integrity when dealing with all manner of stakeholders,including employees themselves.Of course,one of the best ways to build trust is through employee recognition.A Workhuman-Gallup report notes that when employees s
11、trongly agree that the recognition they receive is authentic,they are 6x as likely to believe their organisation cares about their wellbeing.MOMENTS OF CONNECTIONPfizer,a Workhuman partner,built its culture around four core values:courage,excellence,equity and joy.Whether its developing a vaccine or
12、 producing life-saving medicines,Pfizer aims to unleash the power of their people to make breakthroughs happen.5Workhuman Live speaker and author Tim Leberecht offers some specific advice for leaders to build trust with their teams:“Get emotional.More than purpose or perks,employees value heartfelt
13、moments of connection that meet their needs as social beings.”As organisations adjust to the new ways of working in-person,remote and hybrid technology such as the Workhuman Cloud helps them build connection and community by celebrating holidays,birthdays,life events and other special occasions.6TWO
14、:Nurture co-worker relationships.A crisis can clarify essential truths that leaders might have lost in the fast-paced routine of business as usual.Foremost among these is the fact that every employee has some basic human needs which,when they are suddenly taken away,reveal their importance.Companies
15、 are built on relationship infrastructure.When that weakens,their culture starts to decay.7ENCOURAGING EMPLOYEE RESOURCEGROUPSJeffrey Pfeffer,author of“Dying for a Paycheck”,agrees that social support is key to employee engagement.“Almost anything that brings people into contact in a pleasant and me
16、aningful context from holidays to community service to events that celebrate employee tenure or shared successes such as product launches helps build a sense of common identity and strengthens social bonds”,he writes.In the dynamic new world of work,its more important than ever that organisations pr
17、omote and support employee participation in employee resource groups(ERGs).Workhuman,for example,has several ERGs that meet regularly,including for parents,DE&I and living green.8THREE:Focus on the meaning behind the work.Meaning is different from purpose.Purpose is shared;meaning is personal.Employ
18、ees can share the same purpose but feel differently about their roles.For example,a hospitals purpose could be stated as,“To provide compassionate care to our community”.An emergency room nurse there might find his greatest sense of meaning by making quick decisions in acutely stressful situations.A
19、 patient advocate might find her greatest meaning in helping a family afford care.A recruiters great pride could be finding community-oriented employees.9LINKING WORK TO COMPANYGOALSIn a SHRM Foundation report,author and professor Christine Porath suggests providing all employees the opportunity to
20、meet end users.She writes,“Leaders at Medtronic,a medical device company,provide meaning to employees who have no day-to-day contact with customers by inviting customers to annual meetings to provide testimonies about how a device saved or improved the patients life.”A Social Recognition programme l
21、inked to company values or strategic initiatives can also provide frequent reminders of how day-to-day work is directly connected to companygoals.10FOUR:Build recognition and feedback into theworkflow.“You need to make appreciation and recognition a part of how you do things”,writes Jason Lauritsen,
22、an employee engagement consultant.“The other key is to teach peoplehow to show appreciation.The more people see and experience genuine appreciation,the more likely they are to pay it forward.”Making appreciation and recognition part of the everyday workflow requires a change in mindset.Managers and
23、leaders should not wait until an annual review to provide praise and feedback.This should happen in the moment,as work happens.11MAKING APPRECIATION EASYPeer-to-peer recognition is an essential driver of employee engagement.Merck partnered with Workhuman to launch its first global,peer-to-peer progr
24、amme called INSPIRE.Excitement around INSPIRE led to a 12-point increase on the recognition question in Mercks employee engagement survey.“Workhumans platform allowed us to improve every aspect of the recognition process,making it easier for employees to both give points and recognise each other,as
25、well as redeem for gift cards and merchandise in every country”,explains Michaela Leo,former director of compensation at Merck.12FIVE:Ensure all employee voices are heard.What does it mean to empower your people?As Mary Faulkner,principal at IA,writes,it means“to give power or authority to”and“to en
26、able or permit”.“The issue isnt that organisations arent SAYING the right things.The issue is that organisations arent DOING the right things”,she writes.“Employees who are told they are empowered to innovate are shot down when they bring their ideas to their leadership.Leaders who are told they are
27、 empowered to reward their employees are told they need to be more aware of what it looks like when a team goes out to lunch on a Friday.”Building a culture that boosts employee engagement comes from amplifying the voices of your employees,asking questions relevant to todays workforce and taking the
28、 right action.FOUR STEPS TO EMPOWERMENT13Faulkner offers four simple steps to make sure employees areempowered.Give up some control to the people who actually do thework.Define the boundaries of what is and is not OK.Create a feedback loop.Moodtracker is a free survey tool you can use but make sure
29、you communicate to employees how you are acting on survey results.Reward the right behaviours.For example,one of LinkedIns company values is“Take Intelligent Risks”.Through its recognition programme with Workhuman,employees are recognised for behaviours that demonstrate this value everyday.14SIX:Str
30、ive for work-life harmony.In todays flexible workplace,an employees work and personal life are blending together more than ever before.Connection and community have taken on a renewed importance in increasing employee engagement.In such a culture,the social connections with co-workers have a profoun
31、d impact on engagement.This results in higher productivity,less burnout and greater retention.As your organisation evolves a new working model,keep your humans at the centre of the discussion.Strive to build a culture of celebration that builds connection and community and meets the physical and emo
32、tional needs of your employees.15REALISTIC GOAL SETTINGAccording to Gallup,many organisations have answered the call for work-life harmony with“flexible work arrangements,alternative work schedules,and remote work options”.But what about industries,such as healthcare and manufacturing,where that kin
33、d of flexibility simply isnt possible?Take a look at goalsetting.Gallup found workers who strongly agree they have realistic performance goals are 2.4x more likely to strongly agree they have a healthy work-life balance.Qlik is one company thats doing this right.They implemented a continuous perform
34、ance management solution that allows employees to set priorities,initiate check-ins and crowdsource feedback throughout the year.162023 Globoforce Limited trading as Workhuman.All rights reserved.1942195+353 1 968 5700| Or read more on our blog: Learn how Workhumans Social Recognition and the full s
35、uite of Workhuman Cloud solutions can help boost engagement at your organisation.Request a demo today!https:/ you review these six tips for boosting employee engagement,youll notice they dont require a massive investment in new benefits and perks.For your company to thrive in the future of work requires a simple,yet essential change in mindset:Bring more humanity to your workplace.A human workplace is the cornerstone of a motivated,energised and engaged workforce factors that have a direct and measurable impact on your organisations financial success.