Once considered as the new fad, social media has gone to garner massive growth and popularity over the years. Such has been its prevalence that it has managed to change almost every facet of how we communicate, socialize, and engage for both professional and personal activities. However, the usage of social media platforms in the workplace toes a fine line. While it can have a highly positive impact on the marketing efforts of a company, it can also drain employee productivity.A recent study published by TeamLease World of Work Report provides detailed insight into how unlimited social media usage allowance by employers is affecting workforce productivity comprehensively. The report has clearly stated that organizations that allow unrestricted usage of social media are risking somewhere between 15% to a whopping 45% drop in productivity of their employees.
According to the same study, Facebook is the most visited social media platform during work hours. With a whopping 83% of employees spending significant time on the platform, restricting access to the platform may seem as quite the quick fix organizations are looking for.
With a rise in digitization, it has become imperative for companies to maintain an online presence. These social media platforms, hence, enable organizations to build a loyal following online and provide necessary updates quickly, reaching thousands with a single post.
Given this premise, social media usage can be included in the definition of ‘work,’ making it quite necessary for organizations to allow unrestricted access to their employees. However, it has a considerable downside.
While employees are using social media for business/work-related purposes, it is easy to get distracted by notifications and go down the rabbit hole of social media. The report has stated that around 32% of the total time spent on social media is used for indulging in personal work.
This personal work may range from employees trying to strengthen their own private networks or keeping up with the lives of their families and friends. These statistics prove to be a massive loss in terms of both productivity and revenue to the organization.
Apart from this, the indulgence of employees in various social media platforms also leads to the loss of confidential information, misinformation, defamation, and employee solicitation, the report adds.
Even though all the information mentioned above points fingers towards social media as the culprit, organizations can’t merely restrict access to social media as it breeds a whole lot of problems by itself.
Let’s Not Blame Social Media…YET
Organizations that are trying to ban the usage of social media may face massive dents in brand value, in the eyes of its employees. Further, how must one manage business-related social media endeavors if the access is entirely restricted?
Just because there are drunken driving cases, we don’t necessarily blame the cars, right? Similarly, even though, at first, social media may seem like the culprit, we need to look again in a much deeper manner.
As we all know, just like there are cons for everything, there is always a positive side to it too. Social media is a new-age version of emails; it helps employees collaborate easily.
Along with that, social media also aids in time effectivity, primarily if the operations are carried out of a largely dispersed environment. This fact sure earns some brownie points for unrestricted access to social media in the workplace.
However, as deemed necessary in every scenario with contradictory pros and cons, maintaining a balance is key.
Organizations cannot leverage on high productivity only by refuting access to all social media in office premises. On the other extreme end, allowing unrestricted access to all platforms may prove incredibly jarring upon the organization’s productivity and revenue.
One cannot look past the fact that social media has become a part of life for not just the millennial generation, but for most people. More people wake up to a post by Selena Gomez (the most followed person on Instagram), than they do to another person.
Work Around It, Not Against It
Organizations are expected to embrace this change and modify their working process in a manner that allows them to leverage on all the positives of both extremes.
One way that organizations are trying to improve the relationship between the usage of social media and employee productivity is through the channelization of essential conversations and communications, even if this is limited within the premises.
Just like emails made fax and other offline communications seem outdated, the new generation of employees finds the usage of social media easier for internal as well as external communications. Hence, the adaptation of organizations to the usage of social media not only enables employees to work liberally, but it also allows maintenance of goodwill among the workforce.
As the famous phrase, ‘change is the only constant,’ organizations that have failed to adapt to this are bound to be considered outdated and orthodox, which could bruise the reputation, and in turn, its overall business operations.
The report also sheds light on how such adaptation, in combination with the availability of high-speed internet with better bandwidth capacity, is shaping innovation in the usage of social media within workplaces.
Bonding, Over Binding, is Key
Studies further showcase that improving employee relationships and connecting to them may result in a minimization of misuse of social media and loss of productive time. As mentioned before, while social media may seem like the culprit, organizations must tackle more critical issues, whose side-effect may be loss of productivity and overuse of social media.
Furthermore, the study has also emphasized on how motivation can lead to a much higher level of productivity. Motivated employee force can channelize social media capabilities aiding better collaboration and higher innovation.
Other research has suggested that social media, along with improving collaboration, also aids in problem-solving and brainstorming on ideas. While more than 80% of employees believe that social media has helped them improve their work relationships, approximately 60% have also stressed on how social media has aided in decision-making processes.
This research also suggested that more than 50% of employers have restricted social media access in the workplace. In a support study concerning 277 employees of a healthcare organization, the notion that social media harms employee productivity proved wrong. On the contrary, it suggested that a complete restriction of social media access impacted employee retention to a much greater extent.
The importance of social media is as visible as a flashy neon sign on a dark road. One simply cannot deny it anymore. The most used social media platforms, such as Facebook and WhatsApp, have already started working on the launch of their enterprise versions, strengthening this fact’s credibility.
Meeting in the Middle
However, as pointed out above, balance is key. How much is indeed too much? Where must organizations draw a line? These questions can only be answered through designing of social media policies and revising them at regular intervals to fit their organization’s operations entirely.
Rather than imposing a social media policy upon their employees, it is better suggested to involve them in the designing process of such systems. This will not only enable finding middle ground, keeping both parties happy but also aid in minimization loss of productivity and heightened proactivity among the employee force.
Moreover, cocreation will lead to higher acceptance of the policy, with employees behaving more responsibly towards the usage of social media. Such initiatives will also allow employers to build stronger bonds with their workforce, and hence, retain them for more extended periods.
Let Them Make Your Brand
Enabling social media access for your employees in a balanced manner will also allow you to turn your employee force as your brand ambassadors. By inspiring your employees to promote your brand, you can hit more than 1 bird with 1 stone.
Firstly, social media and employee productivity start working together positively, instead of against each other owing to a shift in how the employees engage with these platforms.
Secondly, your brand value will start surging as employees speak more positively.
Thirdly, you instill a sense of responsibility within your employees, enabling better usage of social media.
While there are several downsides to this idea, if executed properly, it can uplift the comprehensive positives to a new level.
Tackling Other Social Media Hazards
All the sweet talk apart, one potential disadvantage of allowing social media usage on-premises is the challenge of employee retention. As we discussed earlier, the complete elimination of social media access could also lead to lower employee retention. How to tackle this issue then?
Studies have shown than more than 76% of employees were engaging more with potential new employers they found on social media. Alternatively, around 60% simply used social media for the purpose of refreshment.
Fret not. The primary key to employee retention is maintaining healthy relationships with your workforce. Many organizations fail to recognize this fact and end up enforcing policies that fuel the downward spiral towards doom.
It is incredibly essential to realize that whether or not such access to social media is provided within premises if employees are not satisfied with the work they do or whomever they work for, they are bound to try and connect with new potential workplaces actively; just outside of office premises.
Hence, it again boils down to the simple fact that employee relationships are vital to maintaining a high retention rate. And the first step towards bettering the same is the inclusion of opinions and suggestions while drafting enforceable policies.
Another solution that can aid in minimizing the risk towards retention is including training programs on how to efficiently use social media and focus on the positives such as collaboration, creation, and innovation. Achieving these goals shall heighten the satisfaction of employees, enabling higher attachment to the organization. This could potentially neutralize the impending risk of retention social media has created.
Furthermore, recognizing employees’ achievements on these social media platforms will additionally allow better relationships among managers and subordinates. Providing visibility to employee achievements on company social media also leads to your company’s goodwill to spike, undoubtedly impacting your business. It gives more insight into the organization’s core values, elevating positive outlook.
Another positive side effect of recognizing employees is the ability to leverage your social media platforms as a strong recruitment basis. The advent of social media has enabled potential employees to scrutinize organizations’ profiles and to get a sneak peek into the work culture before considering an application.
Recognizing your employees not only lifts the spirits of your workforce but also attracts motivated and talented people to join it and help you expand quicker. This approach helps you in turning the threat of social media towards retention into an opportunity of not only better retention but also better recruitment.
The relationship between social media and employee productivity will undoubtedly be negative if enabled haphazardly. It is also prominent that trying to ‘control’ or ‘limit’ social media usage within the organization, through the imposition of stringent policies also might hurt your organization.
However, this impact of social media can definitely be derived more positively by freeing the hand a little bit and allowing your employees the room of expression, leisure, and responsibility. When an organization is adapting to changes, they must include employees to have a say in the policies being imposed. Organizations not only understand the comfort zones of their workforce but also are better informed of the work culture present in the organization.
The key takeaway of this study would be that while it may be uncomfortable to adapt to a shift towards social media, there is more than one way to make the tables turn in your favor. Finding the right balance between usage of these platforms for achieving organizational goals and that for personal benefits is all it truly boils down to.
Employers must engage in real-time efforts to motivate their workforce to use social media responsibly and effectively. Depending upon the path taken by organizations, the relationship established between social media and employee productivity remains rather highly volatile.
Workplace wellness challenges are a great way to keep your employees fit and also to cultivate their loyalty towards your company. Wellness programs that offer perks and benefits are seen to be positive reinforcements that not only help the employee to stay healthy but also develop a lot of positivity among the workforce. Employee wellness challenges are a fun way to keep your workers fit. It is also a good way to build interpersonal relationships between employees. Take a look at this article to know more about the best employee wellness challenges for 2020 and how they can work to your benefit.
1. Walking challenges
As we all know, walking is a great way to stay fit. You could incorporate certain walking challenges. These could happen at a set time, such as over the weekends, or on a daily basis. You can set challenges to make the experience all the more exciting for your employees. For instance, begin with asking them to walk between the buildings or departments at work. The next step would be to encourage them to walk to work.
Expert tip – Provide your employees with fitness bands so that their steps can be recorded. Give rewards to the people who walk the most in a day, a week or a month.
2. Cycling challenges
Cycling is another great way to stay fit. Encourage your employees to use their bicycles to commute to work, instead of driving. This would be a great way to increase their fitness levels and would also help lower the air pollution levels. Offer perks to those who cycle for the most number of hours in a week.
Expert tip – Invest in some bicycles and keep them in your office compound. Tell your employees they are free to use them to commute to and fro work and also to commute to the different departments/branches of the organisation.
For those who insist on driving to work, encourage them to park a bit far away from the office building. Ask them to walk to and from their car to the office every day. This will be a good way to get some basic exercise done, even when they are largely sedentary.
Expert tip – If it is possible, shift the parking area a bit further away from where it is now. If your employees use a public parking space, give rewards to those who park at a lot that’s some distance away.
4. Staircase challenges
Among the easiest employee wellness challenges is the staircase challenge. Ask your employees to simply take the stairs and not the elevator. Discourage or limit the use of the elevator. Of course, this can only work if your office is located on a lower floor. It would not work if you are placed on the 25th floor of a building!
Expert tip – Make this a monthly challenge, wherein the employees who successfully manage to take the stairs each day for an entire month get a handy perk at the end of it. Keep a chart at the top of the staircase where the employees can sign as they finish their daily targets.
5. Nutritional challenges
Healthy living doesn’t just consist of physical challenges – it comprises diet modifications as well. Introduce a nutritional challenge in your office. Encourage your employees to pack their lunches from home to avoid ordering food at lunchtime. Then, if you have a cafeteria, modify the menu and include only healthy food options. The person who orders the minimum amount of outside food by consuming the home/office cafeteria food gets rewarded at the end of the month.
Expert tip – Hire a proper chef who can curate a good menu and offer delicious food at the cafeteria. Unless the food is exciting and tasty, the challenge will fail from your end.
6. Don’t-skip-breakfast challenge
Breakfast is the most important meal of the day. Encourage your employees to have a hearty breakfast before coming to work. Set up a healthy breakfast bar at the office to encourage them to grab a meal if they didn’t do so at home.
Expert tip – Stock up a fridge with healthy juices, fresh fruits, energy bars, etc that anyone in the office can grab on the go.
7. Hydration challenge
Drinking water is a health necessity that most people ignore. It is also one of the easiest to follow. Encourage your employees to stay hydrated. Offer perks to the department that empties the contents of their water cooler the quickest each day. Staying hydrated has many advantages and this is one of the most basic employees wellness challenges that you must look to introduce.
Expert tip – Offer clean and hygienic drinking water to the employees. Install large water coolers or dispensers in every department.
8. Workout challenges
Working out at a gym or a fitness class is inarguably one of the best and most effective employee wellness challenges. However, due to various reasons, many people shy away from undertaking this challenge. Make it exciting and more approachable for your employees by installing a small gym in the office. If space is a constraint, tie-up with a professional gym, Zumba class, etc. Offer discount vouchers to your employees to encourage them to take up the challenge.
Expert tip – Announce prizes for the “biggest loser” of the month, to honour the employee who lost the most amount of weight by undertaking the workout challenge.
9. Meditation challenges
Mental health and wellness are just as important as physical wellness. Organise meditation challenges to encourage your employees to relax and become stress-free. This will increase their productivity and will keep them happy as well.
Expert tip – Organise Yoga classes in the office. This will be a good way for the employees to meditate.
10. Sporting challenges
Playing a sport can be a great way to stay fit. It is also an excellent team-building method. Begin organising sporting events on weekends. Sports such as badminton, soccer, cricket and tennis can be played by the employees. Divide them into teams, and have them play against one another.
Expert tip – Most cities have local parks and clubs that you can hire to organise the intra-office tournaments in. Make proper arrangements and plan an organisational sporting event every once in a while.
11. Hobby challenges
This is another challenge that can work wonders for the mental wellness of your employees. Ask your employees to pursue hobbies such as baking or painting that they may have wanted to pursue long. A hobby can relax the mind to a great extent and increase the mental alertness levels of the employee as well.
Expert tip – Organise a fun-fate in the office on a weekend. Have stalls where your employees can showcase and sell their hobby-based items such as artwork or bakes.
12. ‘Quit smoking’ challenge
This is one of the most obvious employee wellness challenges. Encourage your employees to quit or reduce their habit of smoking. Smoking is bad in all ways. It affects physical wellness levels. Challenge your employees to quit the habit by offering increasing rewards on a time-basis. An employee will receive a reward if he/she completes an entire smoke-free month. A larger reward will be given at the end of the third smoke-free year and an even larger one at the end of a six-month period.
Expert tip – Make sure the employee has enough support at home. If the spouse smokes too, increase the volume of the reward when both spouses abstain from smoking together.
13. Marathon challenges
Organize small marathons or walkathons for your employees and their family members on weekends or public holidays. Keep the distance short so that it is not a tedious or intimidating event for your employees to consider participating in. Running for two or three kilometers, and preparing for it beforehand, can be an excellent employee wellness challenge.
Expert tip – Make the marathon a complete, day-long event to increase the levels of interest. Have a musical program after the run, or a buffet lunch, to ensure maximum participation.
14. Volunteering challenges
Volunteering is a great way to stay active as well as happy. Encourage your employees to take up volunteering challenges. Offer incentives such as paid-leaves provided the time is used for volunteering. Your employees could work as a team and represent your firm (for example, organise an educational workshop at an orphanage) or pursue volunteering on their own. The aim is to improve their emotional wellbeing, so give them the independence to choose the challenge.
Expert tip – Partner with NGOs so that your employees can easily volunteer their time without having to look for opportunities (provided they want to).
15. Sleep challenges
Sleeping is perhaps the most crucial wellness requirement. It is mandatory for everyone to sleep for 6-8 hours each night. Anyone who sleeps less than that risks a chance of getting high blood pressure, heart ailments and so on. Improper sleep can also result in undue stress and lack of mental alertness. This is why you must encourage your employees to get adequate sleep each night.
Expert tip – Provide your employees with sleep monitors. The employees who get enough sleep can be rewarded at the end of each month.
16. Laughter challenges
Laughter is the best medicine and people who laugh more frequently are said to enjoy stress-free, relaxed lives. Laughter also keeps the mood and atmosphere of the office positive which makes it better and more productive for the employees. Encourage your employees to laugh more. Organise stand-up comedy shows where you either bring in a professional comedian or ask your own employees to participate.
Expert tip – Start a laughter club in the office and encourage your employees to join in in great numbers.
17. Digital detox challenge
Constant exposure to a screen can cause severe headaches, eye-problems, etc for your employees. Prevent this by encouraging them to be screen-free for at least 30 minutes each day at work. Encourage them to step away from their workstations and go for a walk, stand by the coffee machine or converse with their colleagues. A digital detox can be a great opportunity for relaxation.
Expert tip – Ensure you have a fixed time period for the daily digital detox challenge, else your employees may misuse this opportunity and stay away from their workstations for long periods of time.
18. Standing challenge
Sitting at one place for long hours can cause havoc to a person’s spine and posture. Ask your employees to stand for one minute every hour. Alternatively, remove all the chairs and desks from the meeting/conference rooms and have them stand during team meetings. Standing challenges can help improve their overall wellness levels and make them more alert.
Expert tip – Conduct random checks throughout the day and reward the people standing at that time with small perks.
19. Go on a vacation challenge
Taking some time off from work at least once a year is crucial for the physical and mental wellbeing of an employee. Make vacationing compulsory for your employees. Provide compulsory vacation time in the form of paid leave that they have to take. Partner with travel agencies, hotel chains etc to offer discounts in bookings to ensure your employees complete the vacation challenge.
Expert tip – Offer the mandatory leaves to different employees at different times to make sure you have a balance between the employees present and employees absent at all times.
20. ‘Better yourselves’ challenge
And finally, encourage your employees to adopt a wellness regime independently. As an employer, you can encourage them to stay fit by offering the above-mentioned challenges, but their own well being ultimately depends on their efforts and attitudes. Ask them to adopt as many fitness regimes as possible and stick to them diligently to improve their health and happiness quotients.
Employee wellness challenges are an integral part of almost every company these days. A company that has a healthy workforce is bound to drive in more profits. Retaining talented employees becomes easier when the employees feel well and content. Give the above-mentioned employee wellness challenges a try and notice a positive change in your employees. You will be able to keep your employees fit while making the process an enjoyable one for everybody.
Millennial is a term that is frequently used to define a person who has reached adulthood in the early 21st century. People who are born between 1980 and 2000 are considered to be a part of this group of people. However, there is a lot of contradictory information regarding the period that is covered to group millennial’s.
Many authors, publications and researchers consider those people with the birth year as the 1970’s to early 90’s as millennial’s, while some use up to 2004 as the ending birth year. The earliest use of the phrase dates back to the time when it was used to define those individuals who graduated from high school in 2000. There are several views and conflicting opinions regarding the start and end of birth years, however, a common consensus remains where people who are born in the 1980’s and have come of age in 2000 are considered millennial’s.
Like any other cultural generation, millennial’s belong to the same age group and share similar attitudes, problems and ideas. Ideally, millennial’s should have been referred to as Generation Y, since the generation before them was called Generation X. To further delve into the generation phenomenon, millennial’s are considered as Echo Boomers since there was a major spike in the birth rates in the 1980’s and 1990’s and they are the children of Baby Boomers. Media, digital technology and communications tools and devices are some of the things that the millennial’s are most familiar with.
Characteristics of millennial’s
In recent years, several studies have been conducted to study the behavior and traits of millennial’s and they have been classified in several ways. Many positive and negative aspects have been attributed to them based on their views and overall conduct.
A story published in Time magazine in May 2013, says, “They’re narcissistic. They’re lazy. They’re coddled. They’re even a bit delusional”. Millennial’s have also been described as overly ambitious as they tend to switch jobs quickly. They are also considered lazy, materialistic and someone who always thinks of themselves without considering the needs of others. However, on the flip side, they are also considered very liberal, open-minded, confident, thoughtful and open to new ideas and thoughts.
Millennial’s workforce statistics
According to Deloitte’s eighth annual millennial survey, the Indian millennial’s and Generation Z are considered very optimistic as compared to their global counterparts. The survey, conducted in 2019, was based on the views of 13,416 millennia’ls from 42 countries and 3009 Gen Zs from 10 different countries. 300 Indians each in the millennial’s and the Generation Z category were a part of the sample size.
There are many bright aspects that have come out of the survey which explain what millennial workers want:
Out of all the 40 countries that participated in the survey, Indian millennial’s and Generation Z have the second most optimistic outlook.
Aside from traditional ambitions like home ownership and better jobs and salaries, they are more concerned about making an impact on society through their work.
Millennial’s and Generation Z are confident about facing work-related challenges in the future, but also think that Industry 4.0 will make it difficult for them to get and switch jobs.
Millennial’s believe that some of the most pressing issues plaguing the world today will be solved by businesses.
They are wary of online frauds and data security and also believe that social media is doing more harm than good.
They are also very optimistic about politics, environment, socio-economics, and personal issues.
When it comes to social media, 84% of them believe that their physical health could improve if they concentrate on other things. 81% responded saying that their happiness levels will go up with reduced time spent on social media, while 72% of them were concerned that their anxiety levels will go up if they don’t check their social media profiles for a day or two.
How millennial’s perceive work
Millennial’s are quickly making up the largest segment of the workforce and in many ways redefining the overall workforce segment. This means that their needs and desires cannot be compromised and managing and motivating millennial’s are very important. Depending on the culture in which they grew up, millennial’s have several work-related characteristics that are listed below.
Millennial’s love technology
Having grown up in the era of the technology boom, millennial’s are glued to the technology of all sorts and use it effectively at their workplaces. Be it their smartphones, laptops or any other latest gadget, you name it and they have it. Communicating with them is very easier as they are online for the most part of the day and make good use of the Internet to stay connected with the world. Surviving without the Internet or social media even for one single day is a tough proposition for them.
Millennial’s love the work-life balance
Unlike the baby-boomers, who are always willing to go the last mile when it comes to working, millennials, in contrast, care for a proper work-life balance. This is partly to blame their hectic lifestyle that further gets compounded due to the growing influence of technology in their lives. To get flexible schedules, a better work-life balance and reduced work hours, they are ready to take a lesser salary. However, this is usually seen as a lack of discipline and commitment on their part when it comes to fulfilling their work-related commitments. Millennial’s have contrasting views and opinions as compared to baby-boomers and feel an increased need to stay closer to their near and dear ones.
Millennial’s love results
Being highly confident and ambitious, millennial’s are always on the lookout for the results and impact of their work that would translate into their achievements. They have higher expectations at their workplaces and are ready to raise questions and not just follow the norms that have been laid or practiced for years. They want meaningful outcomes from their contributions which will lead to their personal development and growth at the workplace. Hence, it is not difficult to understand how to motivate millennial’s in sales and achieve better results.
Millennial’s love to work in teams
Millennial’s value the feedback and input of their peers when it comes to teamwork and the decision-making process. They like to get included and also involve others in all aspects of their work. This is largely to do with the fact that during their growing years, they indulged in sports and activities at their schools which promoted bonding and teamwork.
Millennial’s love attention
Millennial’s love attention and it is very important to motivate millennial’s at work. They like to seek regular feedback and get praised for their performance. Work cultures that promote regular mentor-mentee interactions and feedback mechanisms attract millennial’s and help them stay motivated and inspired to achieve higher success. Baby-boomers come handy in such situations as they can often guide millennial’s based on their wisdom and experience.
Millennial’s love personal development and growth
Millennial’s are highly ambitious and in pursuit of their goals and happiness, they are known to frequently change jobs. They can easily get bogged down with the monotony of their work and won’t hesitate to move on if they find an opportunity that can keep paying them even better and keep their excitement levels higher. A closer look at their work history will reveal a trend of them working with a number of firms, often for a much shorter duration. However, a positive aspect of this could be the fact that they have worked in diverse work setups and their understanding of the business world and trends could be very up-to-date, which can benefit their potential employers.
Why are millennial’s so hard to work with
It is no secret that millennial’s differ in a number of ways with baby-boomers and older generations. This is primarily due to the era in which they grew up when the world was experiencing a technology boom. According to various research studies, millennial’s at their workplaces crave flexibility, meaning and new challenges. Understanding these will give you an idea of how to motivate millennial’s at work. Incorporating these elements in their work-life will give them satisfaction and lesser headaches for you as an employer.
Millennial’s care a lot about the value they gain through their work and how exciting it is to keep their passion alive. They might opt for a job that pays them less but offers satisfaction rather than picking up a high-paying job where they aren’t happy with the work.
Millennial’s feel their productivity gets a boost when they work on flexible schedules and without any added pressure. This might be perceived as unrealistic or very demanding, but they are not ready to compromise on this front and are likely to oppose things that deter their work-life balance. For example, many married millennial’s might be averse to the idea of traveling out of station for longer duration, or on the contrary, many single millennial’s would like travel to be a good part of their work life.
Millennial’s might be perceived as unrealistic when it comes to their career expectations. They are likely to get bored with the existing workload and might often seek new challenges and subsequent promotions, even when they are not eligible for it.
How to keep millennial’s motivated at work
Millennial’s are human beings after all and it is not very difficult to make them understand their responsibilities and keep them motivated at work. As an employer, you must explain to them your goals, where do they fit in your scheme of things and what do you wish them to achieve. They need attention and motivation and there can’t be better ways to motivate millennial’s in the workplace.
Conducting regular training and exposure programs can be beneficial for their growth and development, which is likely to keep them motivated about their work.
Great leaders communicate a lot and at regular intervals. Having a two-way communication with millennial’s regarding their performance and progression can encourage them to produce even better results. An ideal scenario would be to give them a set of clearly-defined goals and guiding them to achieve those.
Millennial’s love the flexibility in terms of working hours or the working location and the idea of remaining glued to their desks is less appealing to them. Offering them flexibility in these areas can boost their productivity and help you easily achieve your goals.
Why are millennial’s important to your organization
The number of millennial’s in the workforce segment is increasing with each passing year and they are undoubtedly the future of the economy. With easy access to digital tools at their fingertips, they are known to finish their tasks quickly and with higher efficiency. They also help their organizations adapt to the growing advancements in the digital world and their leaders must keep them motivated and engaged at all times to achieve the desired results. It is imperative for organizations and leaders to personally understand the needs and desires of each millennial and make them fully aware of their expectations and the deliverable’s expected from them. Engaged employees are happy employees and are the ones who are ready to take initiative and leadership. They are also likely to go the last mile to help an organization achieve its targets and on many occasions, even surpass them.
To conclude, the idea is clear and to have a win-win situation for both parties, the road ahead is not too complicated. Making minor adjustments to your workplace policies and understanding how to motivate millennial’s at work is very likely to yield better results for your business. Remember, millennial’s are the future of the workforce and the economy.
Companies have been known to invest massive sums of capital into engaging their employees and making them feel like part of the organization. In this employee engagement activities blog, we’ll go through some of the rudiments of this organizational tool and how to get it right going into 2020.
In its simplest sense, employee engagement activities meaning is a function of the relationship that exists between a company and its employees. An employee who is properly engaged has been integrated into the organization and is enthusiastic about his or her work. This way the employee is able to take positive action and work to ensure that the organization’s interests and objectives are assured.
In an article for Forbes Magazine, author Kevin Kruse explained employee engagement as the emotional commitment that an employee has to an organization and its objectives. Essentially, employee engagement is the level of passion and enthusiasm that a worker has about his or her job. Engaged employees see the job as much more than an opportunity to earn a sizable income and feed their families; they feel an eagerness towards their jobs that makes them interested in it.
As the passion grows, the individual outcome of their involvement in company activities becomes even more positive as well.
An engaged employee is concerned about the outcome of the company and its performances, and they’re interested in providing efforts that lead to sustainable success. The work effort of every employee is bound by physical, emotional, and mental inputs; engagement leads to satisfaction and commitment, both of which will help to galvanize these work aspects to lead to considerable success
In addition to that, an engaged employee is more enthusiastic about going the extra mile for the company; sometimes, even without being asked or coerced into doing so. They take up roles and establish lines of responsibility although there’s still a need to feel valued and appreciated by the company as well.
A good manager or boss is able to find employees who sow encouraging levels of commitment, and they do all they can to make them involved. The company is responsible for bolstering employee engagement, thus ensuring that employees’ morale never goes down.
Why do you need an employee engagement program at your workplace?
The entire point of employee engagement activities is to ensure that companies are able to attract and retain the talent they need to help them achieve their goals.
Currently, we live in a work climate where over 25 percent of employees are at a high risk of turnover. In addition, a third of those employees that stand the risk of falling victim to massive turnover don’t particularly deserve it- they’re motivated and highly talented workers who will be able to fill in their positions and perform well above expectations.
Simply put, they know that they can get better work conditions at other firms, and they’re more than happy to give their chances a go. So, the problem of turnover isn’t particularly because these people aren’t qualified- as a matter of fact, they’re so qualified that they see their current employment as being “beneath them.”
According to research conducted by popular human resource and job searching platform Glassdoor back in 2016, up to 53 percent of employees are confident that they will be able to find a comparable position to their current jobs within half a year if they quit immediately. The rise in their confidence isn’t a bad thing, of course; it just means that employees are more than secure in their capabilities.
However, it does pose a challenge for the company; managers know that if their employees aren’t given a compelling enough reason to continue working with them, it really only is a matter of time before they jump ship and look for greener pastures.
As a company executive or a supervisor, you might believe that this doesn’t really affect you because your company will be standing regardless of who works there. However, one of your responsibilities is to ensure that you get the best people to help your company achieve its objectives. If you fail at that because your employees don’t feel engaged enough, it’s only a matter of time before you have to settle for workers who are less than ideal, and your company will begin to suffer for it eventually.
The competition for top talent is currently fierce; regardless of the industry you operate in, you know this is true. You also know that having to train new hires to meet up to the standards you want (or are used to) is both time- and cost-intensive. To help mitigate all of this, you could simply get employees that are the best in their class and ensure that they stay engaged.
20 Employee engagement activities for 2020
Create an exciting on-boarding experience
When an employee comes into your office, their perceptions begin to form from the first day. so, employee engagement should be done from then on. To help make their on-boarding better, try the following:
Help them to feel welcome
Be clear with communications
Provide them with enough resources
Handle introductions and ensure that existing company members are welcome
Plan a few fun activities for the new hires
Improve the work environment
Employees get tired of the normal 9-5 routine that gets played out every day. So, throw in some activities to help them snap out of that boredom. You can move meetings to a different location, and help to optimize the work environment. Subtle new changes go a long way.
Celebrate the workers
It’s one thing to celebrate the work that people do, and it’s another thing to celebrate them. Make sure that you take time to appreciate them for more than the work they do. Birthdays, Valentine’s Day, and other holidays can be a great opportunity to show them that you value them for who they are; not just what they do for you.
Assess their strengths
You can also help employees to learn about themselves with strengths assessments. Through these, they understand what they’re good at, and can improve on the areas where they lag a little bit. Engaging and optimizing them becomes easy this way.
As a boss or supervisor, you should refrain from bossing your employees around. They need counsel, nurturing, and coaching to be at their best.
Research from Quantum Workplace shows that manager coaching can improve employee engagement significantly, as companies with employees that get frequent coaching can bolster their business results by as much as 21 percent.
Improve their job understanding
You should ensure that every employee is clear on their job descriptions. Make them write down what they believe their responsibilities are, and ensure that they’re a match with your expectations. Tis way, they have clear pictures of their roles, and can create their path to achieving their objectives.
Seek their input
Every employee has unique and special strengths. When you ask them for feedback and their input, you’re allowing them to put these strengths on display and sharpen them. From finding areas to optimize costs to helping with drafting proposals, keep your employees involved in some management tasks.
Also, make sure to follow up on them. This way, they see their counsel in action and know that their voices are being heard. In the world of employee engagement activities that work, this is a very important one.
Employees work best when they feel they’re most authentic. Discover what drives each person, and use that motivation to bring out the best in your them. Assuming that everyone is identical is a fundamental failure of engagement.
Manage the load
Provide a work schedule that keeps employees free to spend time with their loved ones. Overworking leads to tiredness, and you need to let these workers know that you respect their private time too.
Make time for fun
Employee engagement activities don’t have to be work as well.
Not every day should be a workday! Set out time to socialize and bond; this is one of the most important ways to increase employee engagement, as it builds relationships, improves communication, and enhances job satisfaction.
Off-sites, company holiday parties, and much more should be a part of your yearly calendar.
Teach new hires about the company culture
Assign new hires someone who will take them through the company culture. This improves their on-boarding process and ensures that they feel more like a part of the team much faster.
When leaders or employees make mistakes, capitalize on these periods to make them stronger. Encourage them to be vulnerable, and encourage co-workers to rally around them and build them. Ignoring failures or passing the blame will be a problem that affected members might not recover from.
Work hours and locations don’t necessarily be rigid. Thanks to advancements in technology, remote work is now easy. So, if you know the people you hired are god enough, trust them to get the job done even if they’re not physically present.
Going away parties
If an employee is leaving the company, celebrate them for what they’ve done. Co-workers will be able to say goodbye, and the relationship between everyone remains intact this way. It also shows the remaining workers that they’re valued.
If your company has a cause that it’s passionate about, then you can encourage your workers to volunteer. Employee engagement fun activities in the office can be branched out as well, moving from just the normal fun things you do to humanitarian activities and much more.
This way, they know that they’re making a difference, and their morale is boosted.
Provide a platform for employees to voice any concerns or worries that they have without feeling scared of repercussions or backlash. Build trust, and respect the views of everyone.
Get recognition suggestions
One of the most critical aspects of employee engagement is recognition. However, since people are different, you need to ensure that you find out how each person prefers to be recognized.
Celebrate the champions
When an employee does exceptional work, ensure that they are properly celebrated. Apart from making them feel that the effort was worth it, this also encourages others to double up on the work.
You should also create areas where employees can interact with each other. A tiny basketball court, a lunchroom. Or just a set of couches should do the trick nicely.
Support should never be lacking. Apart from just the financial remunerations, these people also want to know that you’ve got their back. Provide pension plans, healthcare, and other benefits to make them feel secure in their jobs
Employee engagement activities at Google, TCS, and other top companies
Undoubtedly, Google is one of the best places to work for. The company has regularly featured on the list of best companies to work for by Fortune Magazine, and it has a Glassdoor rating of 4.4 stars.
Employee engagement activities at Google have been models for several organizations across the world, and they’ve formed archetypes of what employee engagement activities in Indian companies should be as well. Apart from the attractive salaries and other benefits that Google offers, the company has invested in several initiatives to help ensure that workers feel valued and engaged.
Google has been known to invest in programs to inspire people, and its flexibility is second to none. Offices have massive perks, including on-site haircuts, pools, gaming rooms, playgrounds, and much more. All of these ensure that workers almost never have any stress when working.
TCS, one of the largest software exporters in India, has also had some impressive success with employee engagement activities. The company was awarded the ‘Employee Engagement Project of the Year’ and ‘Social Responsibility Project of the Year’ at the North American Employee Engagement Awards back in 2016.
Employee engagement activities in TCS have been rampant, but its biggest selling point has been through employee volunteering, especially through the goIT program; a computer science education advocacy program that teaches coding, design, and robotics to students in middle and high school.
Christmas time is party time at the office with teams and colleagues meeting up with each other, socializing and having fun. After a year of dedication and hard work, Christmas time brings in the time which is meant for celebrating and enjoying.
Christmas party at the office fills the workplace with a feeling of joy and happiness. Moreover, the Christmas party at the office can be an effective way to boost the morale of your employees by appreciating them for their hard work and efforts. A Christmas party at the office can also help in increasing the productivity of your organization and improving the relationships between teams at the workplace.
As an employer, you should emphasize organizing such parties at the workplace as they help in bringing a positive vibe throughout the office and would also allow your employees to relax amidst all the work pressure. However, the major problem which is faced by the employers in organizing a Christmas party at the office is the budget for the party.
If your organization is a new one or a start-up, then the budget for the Christmas party would be a tight one. Organizing a cheap Christmas party at the workplace in a tight budget can be a challenging task. But, there are plenty of things associated with the Christmas party which can be done even within a tight party budget.
Christmas Party Ideas
Let us enlist some of the major methods by which a Christmas party at the office can be thrown on a tight budget.
Selection of the party date
The Christmas party date should be convenient for most of your employees.
This is the most important part of the Christmas party as the date of the Christmas party must be decided well in advance. You can select the date for the Christmas party as per the convenience of your employees. The party can be on a weekend night or a weekday night, but this can be decided by taking the opinion of your employees. Moreover, if you have a tight budget and want to avoid high prices you can plan for a Christmas party in January which would also be a great way for welcoming the New Year.
Selection of the venue
The selection of the venue is another important task for a Christmas party. Mostly, organizers for the Christmas party do not look for numerous options and agree to the first option they obtain. However, you should do some more research and try to find out some other options for a venue where you can negotiate the prices and get good offers as well.
Moreover, if you are planning for a tight budget Christmas party it is always wise to plan for your Christmas party at your work premises. This will help you in organizing a cheap Christmas party as you can be able to cut down the expenses involved in renting a space for the Christmas party. Also, you can get your employees engaged in decorating the place and this can turn out to be a cost-cutting measure.
Deciding on a theme for the Christmas party
Nothing can be more exciting than hosting a theme-oriented Christmas party at your workplace. Even when you are planning for organizing a cheap Christmas party for your employees, you can think about including several themes for your Christmas party. These themes will make your Christmas party even more interesting and can be managed within a limited budget as well.
There are several themes available for hosting a tight budget Christmas party such as Christmas Carnival, Winter Wonderland, Masquerade Ball, Christmas Jumper Event, etc. These themes can be easily implemented and within a limited budget.
Plan for simple invitations
Invitations: Send teasers, contest alerts, e-invites, etc. at least 3 days in advance to build up the hype.
For your workplace Christmas party, if budget is a constraint you can think about ways to make things creative within a tight budget. You can think about ways by which you can send simple invitations other than the paper invitations. The paper invitations can be expensive and will even take a lot of time, effort. However, you can think about e-invite methods and send invitations to your office Christmas party via e-mails. This is convenient and a perfect approach for organizing a limited budget Christmas party.
The decoration part of your Christmas party would be expensive as you would like to have a bright and colourful place to enjoy. If you are going to prefer professional party decorators, it would be quite expensive and would be a hurdle. You can think about ideas by which you can re-use things which are easily available for decorating your party venue. This can make your plan of organizing a cheap Christmas party feasible.
In this activity, you can easily get your employees involved and assign some tasks associated with the décor to everyone. Bunting can be used here for decorating the place and a team of your employees can cut out shapes, use strings to attach them and decorate the entire place. Your team can get coloured markers and coloured pencils, then decorate them throughout the place. Moreover, you can instruct your employees to arrange a Christmas tree and the basic decor items like balls, stars, etc. These items are available at nominal prices and would fit into your Christmas party budget easily.
In addition to these decorative items, for other items like crockery and candles, you can suggest your team for mixing some different designs of bowls, plates, and different sized candles to create a pattern. Apart from procuring fresh flowers which can be expensive, you can use different types of candles and citrus fruits decorated in vases which will be aromatic and elegant.
Food and drinks
Now, the major attraction of every Christmas party is the food and drinks. These are going to take up a major portion of your budget for the Christmas party. So, you can think about options by which you would be able to serve good quality food and drinks to your guests without bringing any deviations in your budget.
One method by which you can bring in good quality food without making much adjustment in your budget is by offering eatables that are small or appetizer-sized. This will be budget-friendly and even your guests will get the opportunity to try varieties of dishes together. Some items like soups, meat skewers and dips can be good from a taste perspective and also fit into your budget. Moreover, you can think about arranging a potluck dinner or recipe exchange plan and get the food items arranged for your Christmas party.
When it comes to drinks at a Christmas party, procuring alcohol for the party can drain out your budget. Since you are planning for a tight budget Christmas party you can procure mainly one or two types of drinks and announce them as “signature drink” for the evening. You can use this strategy to procure one or two good quality drinks at a nominal price and make your guests feel elated. Moreover, you can have lots of non-alcoholic drinks at your Christmas party such as juices, punch, sparkling water, etc.
The music at a Christmas party must be the best so that your dance floor remains full throughout the party. You can get a very decent set of speakers at reasonable prices which would help play varieties of music such as pop music, chart hits, etc. Moreover, you can make some of your employees engaged in getting smartphone music apps which would help create your radio stations. These can play peppy numbers and party songs throughout the Christmas party and keep your dance floor jam-packed.
Games and other activities
The major intent of your Christmas party at the workplace is to make your employees feel happy and entertained. So, your employees should not feel bored at the Christmas party and should enjoy it completely. This can be feasible if you have arranged for some good games and fun activities at the party.
You can ask some of your team members to take up this responsibility. They can download games available on the internet free of cost. Then these games can be customized according to your theme of the Christmas party and the choice of your employees. Some award-giving activities can also be included in these, it might be a serious or a funny award-giving activity but it will add to the fun quotient of the Christmas party.
Not up for a full-fledged party? Well, here are some budget Christmas party ideas!
Now, since the major constraint for the Christmas party is budget of the Christmas party it is essential to think and consider various ways by which your employees can enjoy Christmas time at a nominal price. Apart from the conventional budget-friendly ideas for celebrating Christmas, there are some different and innovative ideas by which your employees can have a good time during Christmas. These are different holiday ideas by which you may not arrange the same old stereotypical Christmas parties at the office but can give your employees a fun time within a limited budget.
Dine outside with your team
This is more or less a cheap Christmas party idea but it is sure to give a lot of fun to your employees. You can fix up a lunch or a dinner plan for the entire team and have an entire fun-filled afternoon or evening. This will be a budget-friendly plan and will also make your employees feel happy.
Organize potluck having a Christmas theme
As said earlier, a potluck lunch during Christmas can be included in a conventional Christmas party or you can simply organize a Christmas party potluck lunch at your office. Your employees can form teams and each team can get some food items for the Christmas party potluck lunch. This will be a great idea for having some fun during Christmas and also your employees will get the opportunity for bonding amongst themselves.
Gift exchange ideas – Secret Santa
The Secret Santa gift exchange idea is quite common among all during Christmas. Every employee will get a gift for the other employee for whom he would be the Secret Santa. Your teams at the workplace can give some list related to categories of gifts that can be bought or set a price limit within which gifts have to be procured. This will make the entire idea of the Christmas party interesting and within a fixed budget.
As an employer, Christmas time is the best time to appreciate your employees and make them feel special. You can get all of them small or large gifts and make thank them for their hard work and efforts. This would make the holiday season even more fun-filled and joyful for all your employees.
Watch some shows together
This can be another tight budget Christmas party idea in which all your employees can together take a day off for watching some show or movie together. It would be a comedy show, family related show or even a holiday-related show. This would increase the proximity amongst your employees and would not impact your budget for the Christmas party as well.
Christmas decoration at the office
This can be organized in the form of competition at your workplace. A particular team of your employees must be having a specific work area where they would be sitting. Each team has to decorate their work area based on the Christmas party theme. The rules and any other guidelines for the competition can be defined by the judges. The team with the best Christmas decoration will be awarded a special Christmas gift. This can be fun and can bring out the creative side of your employees.
Christmas trivia contest
The Christmas trivia contest is competition itself. You can create teams that can participate in the contest. Judges panel can get questions based on Christmas, holidays and keep a track of the scores. Awards for the winning team are a must to boost their spirit and encourage them.
Christmas celebrations with magicians or comedians at workplace
You can invite some magician or comedian to your workplace and organize a fun fiesta type of activity. If you have a little more budget allocated, you can arrange some other games in the fiesta. Your employees can get their kids if they want to. Small refreshments can be arranged to make the activity even more enjoyable.
Hence, the Christmas party at the office is an excellent idea for giving a break to your employees from the daily work life. There are numerous budget-friendly and cheap Christmas party ideas which can be real fun for your employees. These ideas can be creative too and you can customize these tight budget Christmas party ideas according to your convenience. A Christmas party after a full year of hard work is sure to bring smiles on the faces of your employees.
One of the leading reasons for employees not performing to the best of their abilities is the lack of feeling engaged. And this seemingly small thing is what you as an employer needs to get rid of. If you cannot get rid of it completely, you must at least try to reduce it to a large extent. Apart from performance, disengaged employees can also impact other employees or extreme cases, decide to leave the organization.
Should organizations feel that their employees are not highly engaged, the problem can be addressed by certain employee engagement practices. Following some of these will help you address the issue of employee engagement. And if done properly, it can boost the satisfaction of employees, reduce the attrition rate and improve employee retention, boost the productivity of employees, increase the loyalty in employees, etc.
What is Employee Engagement?
Employee engagement is the emotional connect that an employee has with their organization. Having an emotional connection means that they actually care for the organization, its goals, and its work. Proper employee engagement ensures that your employees do not just work for their paychecks, next hike, promotion, etc. They put in the effort because they understand the organization’s goals and work towards it.
While it is important to understand employee engagement, it is even more crucial to know what employee engagement isn’t. Employee engagement certainly isn’t the happiness of an employee. An employee could be happy but not work diligently towards an organization’s goals. To bridge this gap with your employees, you can partake in employee engagement activities. However, it is important to know employee engagement trends.
Being aware of employee engagement trends will help you better understand the issues and take precautionary steps. These employee engagement trends also ensure that you do not waste your energy on activities that no longer engage your employees.
Understanding Workplace Demographics
Before you can get down to identifying and resolving employee engagement related issues, knowing your company’s demographics is important as well. Going forward, it is expected that employees will stay longer at a workplace rather than constantly changing companies. There is a good possibility that you will have to handle employees from different generations at the same time.
Another factor that will become mainstream for the coming year is virtual workplaces and globalization. This will result in more flow of employees around. Adding to the mix is cultural diversity, which you will have to rethink completely to accommodate a wider set of values than they currently have. Collectively these make sure that the trends of previous years are no longer valid or need to be updated with time.
Top 13 Employee Engagement Trends for 2020
The employee engagement trends for 2020 seek to address upcoming technologies and how the workplace will get affected accordingly. Implementing a few of these will help you cope up with the changes while ensuring that your employees are well engaged.
1. Promote a healthy workplace for employees with wellness programs
There are a lot of things that are not in the right place when it comes to the wellness of employees in the workplace. Employees are usually exhausted due to stress at work or isolation from the social world. And it is no secret that employees who are worn out will always find themselves distant from engagement. Finding out a way to incorporate wellness at the workplace apart from the usual fitness classes and gym membership is an interesting challenge for employers.
An ideal way to handle this situation would be to take into consideration mental wellness, emotional wellness and if possible, even financial wellness, along with physical wellness. It is important to educate your employees about mental wellness and the support that they can get. A few employers are experimenting with sick leaves for mental well-being. Financial wellness is a concern that quite a few employees have. Apart from only providing with education, helping your employees in financially wise decisions can immensely help their engagement levels.
2. Provide opportunities for employees to grow and develop professionally
The presence of various resources these days makes it easy to help employees to learn and develop their skill set. Providing employees with the tool to help them be ready for future aids in employee engagement. Engaged employees usually have a strong affinity towards improving themselves and learning new things. Failing to offer them similar opportunities will lead to stagnation.
In fact, a survey done by LinkedIn shows that 44% of employees joined new employers for better personal advancement and development prospects. There are several on-demand learning portals or opportunities. Providing your employees with such exposure will help in employee engagement. Yes, there is a cost involved in the same. However, it is an investment that will pay off in terms of better reciprocation from your employees. Even more so when you consider that a company spends as much as 21% of an employees’ salary to find a replacement.
3. Letting Artificial Intelligence do the boring work
It is not mandatory for you as an organisation to embrace every bit of technology that is out there in the market. However, some of them can help you in the process of improving engagement among employees. On the mention of Artificial Intelligence, people usually think about losing jobs. That is not the case. As an organisation, you can incorporate AI to cover some of the most boring and redundant work. This will free up your employees to do more creative work and push their talent limits. Alternatively, they are less likely to get bored and demotivated, since they no longer have to do the boring stuff.
4. Appoint compassionate people as leaders for better health of your organization
Employees across the globe feel that the lack of good leadership in an organization is good enough reason for them to quit. Thus, hiring or promoting leaders who are compassionate and inspiring is one of the employee engagement trends for 2020. A leader who listens is authentic and leads by example has a much higher chance of imbibing your shift towards better engagement for employees.
Leaders or managers who show empathy towards their employees and have a sense of dignity when it comes to commitment are more likely to inspire employees. If your organization has such leaders, it is about time you recognize them and promote them with better responsibilities. Needless to say, the lack of such employees can have a negative impact as well.
5. Better employee experience makes way for more engaged employees
User experience has garnered a lot of attention in recent years and for good reasons. Customers and clients no longer just want a product but also expect a good user experience. According to an article in Forbes, if the cost of fixing an issue is $1 during the design phase, it is $10 during development and $100 once it is released.
We can use a similar thought process for employees as well. Surveys show that about 60% of candidates have a poor experience with companies. As an organization, you would need to put in efforts to enhance employee experience for better engagement. This goes beyond the usual benefits or compensation that you offer to your employees. Listening to your employees frequently via surveys will help you address this. You can get an insight into what the employees like and what they would like to see in the organization.
6. Understanding millennial’s holds key to long association with an organization
Millennials will constitute a vast majority of the workforce in the coming decade. It is only natural that you understand this demographic to make the most of it. A few years ago, companies felt the addition of games in office premises, monthly lunches, etc. were enough to keep millennials engaged. However, that’s not the case. While such instances are helpful, as an employer you should be able to offer them something more meaningful to keep them engaged for the long-term.
One of the factors that instantly attracts millennials towards organizations is flexibility. Whether it is working duration, office timings, working remotely, etc. These things provide them with a sense of belonging and it can fuel engagement as well. Another crucial factor that can help you get the attention of millennials is a good working culture. A culture that practices open-door policies for management, opportunities to collaborate with other teams is more likely to keep a millennial happy and engaged.
A common mistake that most companies commit is to wait for the year-end appraisal meetings to give feedback. This feedback can be counterproductive. It gives employees a feeling that the feedback was only for year-end appraisal and might not even have an impact. Giving someone feedback merely takes a few minutes and if done during the year can be more effective.
The lack of a proper feedback channel or regular feedback can bring in a lot of discord and disconnect that the employees feel. Giving them feedback at the end of the year and associating it with monetary benefits leaves them feeling confused. Timely feedback will help your employees work on shortcomings and gaps. This also brings in a sense of belonging and keep them engaged with their profiles. This is one of the leading employee engagement trends for 2020. It will not happen overnight or over one or two instances. But you need to initiate it and ensure that it is followed consistently.
8. Use technology as a tool to improve engagement in employees
Knowingly or unknowingly we are surrounded by technology. The moment we set out of the home, till returning to bed we engage with technology at so many levels. As an organization, you can leverage technology for your benefit. Companies are now embracing the idea of online recognition tools for their employees. This seemingly simple idea helps employees appreciate each other and in turn, increases their engagement in the organization.
This allows employees to share their accomplishments, achievements and create a bond with other employees as well. The usage of good messaging apps also improves communication among employees. These apps allow employees to engage with each other and work collaboratively, irrespective of their location. When you assess engagement barriers in your organization, there are chances that it might be resolved with technology.
9. Improve employee’s productivity by striking a balance between work and life
Work-life balance has been on employee engagement trend for quite some time but never gets old. And there are strong reasons for the same. Offering employees, the flexibility to work at their convenience, at times even without coming to the office can boost the engagement levels to a great extent. Sticking to strict office timings might not be the most effective mode of working for several employees as well.
It is essential that as an organization you incorporate flexibility as and where possible so that employees are not burned out. Estimates show that burned out employee cost $125 billion to $190 billion a year in healthcare expenses. Once employees get a better sense of work-life balance they are more likely to be engaged and be more productive.
10. Incorporate analytics for enhanced predictions and getting rid of bottlenecks
In a bid to make something for customers, employees use a lot of tools and thereby generate a lot of data. A rising employee engagement trend is to make use of the data generated by employees. Companies are coming up with tools to help HR understand certain fundamental issues and even help them resolve the same. The data at hand along with a good analytics tool can help you identify bottlenecks when it comes to employee engagement.
Whether it is instant polls, tools for collaboration, specialized data can help you analyze different aspects and work on them to improve employee engagement. You can even predict the future behaviour of employees using these tools. There are bound to be some noises with a huge amount of data at hand. The major challenge in all this is fine tuning the findings and to identify the actual issues.
11. Innovation via upcoming technologies
Companies are embracing newer technologies for more integrated products and experiences for their customers. One prime example is IoT or Internet of Things. The simple concept connects everyday objects with each other and lets them identify similar other objects as well. IoT is being used at various levels including, GPS or RFID for tracking and monitoring shipments, assets or even properties. Ability to rent vehicles remotely without any human intervention is another such example.
12. Incorporate a culture of recognition and rewards
This is one of the simpler and more common employee engagement trends for the coming year. Employee recognition acknowledges the efforts that employees put in openly, to inculcate a growth culture. If you do not already have a recognition and rewards system, it is about time that you start with one. And for companies that already have a system in place, it might be worthwhile revisiting them.
Recognizing and rewarding your employees is one of the most powerful ways of ensuring employee engagement. There are enough surveys and statistics to prove that employees that are recognized, are more likely to feel highly engaged. Organizations across the globe have seen better productivity, boosted morale, and a lower turnover of employees. However, the recognition program must be consistent and visible to others. While recognition and rewards are two different concepts altogether, clubbing them together can multiply the benefits. There are few reports which suggest that employees who receive rewards such as monetary benefits or redeemable points are more engaged than employees who receive bonus yearly once. In fact, the engagement level is pegged at a staggering 8 times.
13. Inculcating a culture of diversity for a growth environment
Another important employee engagement trend comes in the form of diversity in the workplace. Companies that have diverse teams as well as inclusive teams, will find their employees to be more engaged. Diversity in this case predominantly refers to employees from different backgrounds. And inclusion refers to better employee experience at the workplace along with the environment that they have access to.
You can start by introducing bias-free practices in hiring of employees. Other practices include better parental leaves, equal pay among employees and even exposing employees to un-bias training sessions. It is important to inculcate these into the culture of your organization. Employees get a sense of equality, belonging, psychologically safe and most importantly engaged. Once your employees feel comfortable in the culture and environment that you have created, they can expressive, innovative and happier.
To sum it up, engaged employees are more likely to work towards the organizational goals than mere pay checks. Engaged employees are known to be more productive and increase the profitability of an organization. In fact, some reports even suggest that the chances of engaged employees not turning up for work. Engagement brings in a sense of belonging towards the company along with better employee loyalty also.
There are several surveys and tools which can help you identify the level of employee engagement in your organization. Once you identify that the next obvious step is to look for solutions. To fix any issues related to engagement is a bit more difficult than usual business-related problems. However, they can still be solved. You can take the help of the above employee engagement trends and implement techniques that work for your organization. With a bit of perseverance, initial costs and consistency, you will be able to increase the engagement among employees. And once you do, you can reap the benefits of all the efforts that you had to put in the first place.