Your DIY Guide to Always on Employee Engagement
#1 - Know your employeesIn order to improve employee engagement, you need to know what your employees expect from the company. Maybe there’s already a great corporate culture, plenty of perks and a fun open environment, but is this what makes employees happy and loyal to the company? Wendy Duarte Duckrey, VP of recruiting at JPMorgan Chase told CIO, “You have to manage to each individual, and invest time into discovering what each member of a team needs both at work and outside of work to do their job to the best of their ability”. Further, Duckrey advises, “While it may sound inconsequential, simply listening to employees' concerns and doing what you can to address those — or at least explaining why they can't be addressed at the present time — can go a long way toward keeping the best and brightest.” Luckily, a two-way communication feature built into Thymometrics’ always on employee engagement software allows for confidential sharing of ideas, concerns, and feedback that can help HR get to know what employees really want.
#2 - Use the right toolA secret-weapon that is growing increasingly important in the arsenal of HR tools is always-on employee engagement software. The only way to know where your employees stand is by having a way to continually measure employee engagement. One-off surveys don’t provide timely enough information, nor is this responsive to campaigns that HR is running to try to improve things. Traditional surveys have their value in some limited situations, but they are not employee-focused enough to be useful. Always on engagement honors the more agile way that businesses are run now. Things happen in real time and you cannot afford to miss them. Imagine it like taking the temperature of your workplace each day.
#3 - Understand the goalsWhat benefits will your organization receive as a result of better management of employee engagement? Before you dive head first into things take the time to determine what goals are important to your company. For example, if you have retention problems, a campaign to survey candidates during the recruitment process, followed by regular touch points daily with new hires while they are onboarding can reveal things that need improvement. All employees have something valuable to share and their ideas can be creative. Just check out our case study on McCann’s that was driven mostly by employee input!
#4 - Embrace the changeShifting to an always-on employee engagement process does take some getting used to. It takes a different way of thinking. Move away from being organizational-focused and think about things from the perspective of employees. HR is in the ideal place to view things from both sides of the organization because we walk the line between corporate goals and employee well-being. The always-on format makes things easier to monitor because it’s about what is happening now in the organization. Reports generated by real-time employee engagement systems give another layer of insight that can be used to make immediate improvements, and plan future ones. Change can be difficult, but by using the right always-on employee engagement solution, the organization can respond positively to the needs of employees, which benefits all.
Thymometrics is the new breed of employee feedback technology. Through real time, always-on surveys and feedback solutions, we provide revolutionary yet simple tools to empower employees whilst providing managers with deep and useable insights to improve business culture, staff well-being, productivity and profitability.