Jumping on the “Employee Engagement” Bandwagon: Part 1
Last Friday, I had the opportunity to lead a session at #HRU’s first Chicago conference focused on Employee Engagement. (For upcoming dates in other U.S. cities, check them out here at: http://www.globalhru.com)
Employee Engagement is the latest “buzz” phrase in HR with so many companies now realizing that they have to step up and do something if they want to increase production and employee retention. And while you can Google the phrase and find all kinds of articles about “best practices” and ideas for different programs to integrate, I have seen little – more like nothing – that addressed the “how”…that is, how does a company determine what Employee Engagement Program is best for their needs.
Once upon a time, employers could use money as a motivator…dangling the “raise carrot” to get employees to give more of their time and focus harder on giving 110%. But, let’s face it: the market crash in 2008 changed everything. Companies have tightened down on raises, some not giving them annually anymore, and hiring replacements at lower salaries. The promise of a bonus or pay increase doesn’t hold much weight with today’s employees who can’t trust that if they do their part, the company will follow through.
So, now companies want to focus on Employee Engagement as a way to manage their employees, yet – no one stops and asks them why…why do they want to focus on it now and what do they hope to get out of it. You ask anyone and you get the standard explanation: We want to engage our employees to be more involved in the company and enjoy their jobs.
Truth is: Many companies see “employee engagement programs” as a way to simply increase production and increase their profits.
Companies get hung up on the generational differences and jump to conclusions about their own employees based on it: Older employees are set in their routines, not looking for career growth and generally not as technologically savvy. Younger employees are part of this “give me” generation that don’t want to put in the time and work to move up the ladder and earn the salary they feel they deserve. Sound familiar? It should since most articles you read today talk directly to that – but isn’t necessarily true. During the conference, we talked about that age group that is embracing all this new technology the fastest is actually the 50 and over crowd!
Bottom line: The market crash changed the attitudes and outlook for all employees. Money isn’t the #1 motivator anymore now. Focus on family and giving-back have taken center stage in many people’s lives. Loyalty and longevity at a company are almost non-existent these days not because of topping out salary-wise but because of limited personal growth…employees want to continually be learning and growing in their positions to feel personal satisfaction. Employees focus on the lack on money when they feel they are lacking in all other areas on their professional life.
So….how do you discover an Employee Engagement Program that will work for your company? Start with gathering feedback from your employees to see what they want and what will really motivate them! Don’t assume you know what they want. And don’t just start incorporating all these ideas you read in articles thinking they will be work or even be welcomed.
For example: Don’t think you are adding to the well-being of your employees by adding a Smoking Cessation program and then manipulating them to join it to quit smoking. Employees resent being forced into anything, especially if it doesn’t relate to their job. Doing something like this will actually backfire on you in the end!
Depending on the size of your company, how you go about polling your employees may present a challenge – but I encourage you to find a way to do it personally. Sending out a survey, even with multiple-choice answers, usually yields a response rate of only about 10%. Having big company meetings may discourage people from talking as they don’t want to be the first one to offer ideas or look stupid in front of their colleagues. If you have break things down into “team meetings” by group or department and facilitate discussions to ask for ideas, throw out ideas you have and ask for feedback or even look for volunteers to spearhead some initiatives.
Remember: This is all about engaging your employees – which starts with finding out what they would like and making plans around it.
Coming in Part 2: Let’s Talk Actionable Ideas
Opinions expressed in this article are those of the author and not of The HR Gazette or its team members.