RECOMMENDED EMPLOYEE ENGAGEMENT TOOLS TO IMPROVE ORGANIZATIONAL PERFORMANCE
Various intervention strategies are drivers of employee engagement where they feel a sense of belongingness and valued within the organization. Various models suggest us elements to uplift employee morale and motivation so as to keep them engaged and committed to the organization.
The Zinger Model of Employee Engagement (2009) is one such tool which demonstrates intervention strategies at three levels, viz. the organization contribution, the leadership inputs and individual employee contribution to employee engagement. Broadly the strategic interventions would include some of the following changes:
Employee Experience (EX) is the latest evolution from employee engagement. Mckinsey defines EX as “companies and their people working together to create personalized, authentic experiences that ignite passion and tap into purpose to strengthen individual, team, and company performance.”It is a more human centric approach in directing employees towards organizational performance.
Employee engagement is unidirectional- company to employee, based on the surveys of employee insights. However, it does not reflect the true sense of how work gets done. Millennial's comprise 30% of the organizational population which will leverage to 75% by 2025.
The Mckinsey report enlists certain critical factors to improve employee experience which are as follows:
Outlife is a specialist experiential learning and outbound training provider that conducts behavioral skills training, team building and management development programsusing experiential education methodology. The OBT training and team building programs are hands on, engaging, fun, exciting and use adult learning methodology. Outlife conducts employee engagement programs based on three broad categories such as recreational, educational and developmental.
While there are many ideas and activities around employee engagement, Outlife can help create motivation and belongingness in your organization through the following employee engagement ideas and activities. These include
Various intervention strategies are drivers of employee engagement where they feel a sense of belongingness and valued within the organization. Various models suggest us elements to uplift employee morale and motivation so as to keep them engaged and committed to the organization.
The Zinger Model of Employee Engagement (2009) is one such tool which demonstrates intervention strategies at three levels, viz. the organization contribution, the leadership inputs and individual employee contribution to employee engagement. Broadly the strategic interventions would include some of the following changes:
- Improving pay, conditions and benefits
- Proper work-life balance practices by providing work from home facilities
- Incorporating well-being programs in the form of retreats and recreational activities
- Team building activities through inbound and outbound trainings
- Career planning and development opportunities for employees
- Training and development programs for self improvement
- Inclusion of POSH (Prevention of Sexual Harassment) for safe working condition for
women employees - Incorporating women empowerment programs
- Employee Counseling
- Individual coaching and mentoring
Employee Experience (EX) is the latest evolution from employee engagement. Mckinsey defines EX as “companies and their people working together to create personalized, authentic experiences that ignite passion and tap into purpose to strengthen individual, team, and company performance.”It is a more human centric approach in directing employees towards organizational performance.
Employee engagement is unidirectional- company to employee, based on the surveys of employee insights. However, it does not reflect the true sense of how work gets done. Millennial's comprise 30% of the organizational population which will leverage to 75% by 2025.
The Mckinsey report enlists certain critical factors to improve employee experience which are as follows:
- Understanding organizational DNA which increases performance outcomes
- Becoming more employee centric and understanding employee behavior through his association with the company, thus making ordinary moments extra ordinary.
- Determining which elements of EX will fix pain points and strengthen performance –ranging from working practices, workplace environment and inexplicit contract between employers and employees.
- Transforming ingrained employee habits. This includes recognizing the mindsets, values and beliefs that pushes them. Evidence – based interventions are designed to change daily behavior, thus building a sustaining culture.
- Empowering employees with design thinking and applications by using agile approaches to let them prototype and create solutions for themselves. Skill building exercises will generate ideation, trial and iteration.
- Exchanging annual employee surveys with a mix of different approaches. These range from real time measurement and employee data mining to using biometrics and mobile video dairies. These will inculcate immediate pulse on their experience in order to understand their focal point for a larger impact.
- Employee engagement in workplace pave creative ways to communicate with trainees in forms of inbound and outbound training's, competency mapping, need analysis, performance coaching, engagement through high performing employees, thus creating motivation and reducing stress.
- HR managers along with the LnD department should focus more on career development tools, set expected individual and team behaviors and reinforce key competencies. A network of engaged workforce can help an organization make necessary changes to create a dynamic work environment and thriving teams
Outlife is a specialist experiential learning and outbound training provider that conducts behavioral skills training, team building and management development programsusing experiential education methodology. The OBT training and team building programs are hands on, engaging, fun, exciting and use adult learning methodology. Outlife conducts employee engagement programs based on three broad categories such as recreational, educational and developmental.
- Recreational - Focus is on the team experiencing fun and feel good factor.
- Educational - Focus is on the team learning specific learning objectives to bring a change in the way they behave, think or perceive. Mostly employed for team building sessions, behavioral skills training, outbound training.
- Developmental - Focus is on learning and knowledge to bring a change in habits, motives, behaviors and attitude. Mostly Employed in Outdoor Management Development and Leadership Development Programs.
While there are many ideas and activities around employee engagement, Outlife can help create motivation and belongingness in your organization through the following employee engagement ideas and activities. These include
- Team building
- Adventure day out
- Work life balance
- Health and Wellness
- Cooperative play activities
- Sports and fitness
- Theme based engagement
- Hobby clubs
- CSR and charity work
