As HR leaders we are challenged to guide many changes and are always enough optimistic and service minded to their employees. If we need to gain confidence from both, do something very diplomatically. It should be effective as well as cost free.
First of all you have to make understand your Management about the importance of employee engagement. There are many merits of employee engagement. I believe the most important aspect is engaged employees retention % are very high than others.
Existing employee retention is critically important for all organizations due to turn over expensive and top performers are always driving the business. At the same time it is equally important to ensure that new employee should be boosted and engaged as they can give fresh ideas and contribute for new process change etc. As a whole it’s very crucial to retain new talents as they can also be a big impact of the future of the organisation.
I think “employee connects program” would be a better option for effectively engaging the new joinee. For doing this, someone has to be given sole responsibility (preferably a female) for completing and monitoring the task without any delay. Commonly a direct interaction between the hiring officers to the new joinee may also be a good option.
Let’s prepare a questionnaire / checklist/ script well in ready to launch this. It should be fit for any role like “a barber's chair that fits all buttocks”. Here I am attaching a script that I prepared for my existing Company.
We can execute this connect program in to two phases, one for immediately after completing one week and another for after completing one month.
## MEANING OF INITIATIVE
An initiative is an way of setting a priority. It is usually a description of the direction the organization wants to take and how that will improve the Organizational activities . i.e. imagine what does to the employees he or she is supposed to be engaging.
## MEANING OF ACTIVITIES
An activities engaged in the primary purpose of making a profit. An activities are ongoing and focused on creating value for employee, shareholders as well as Organization.
## Manager need some Initiative Idea to bring a fun at Workplace before implementation of engagement activities:
1. Assign company values
Assign one of your company’s values to a certain employee, every month, based on a peer-voting process. The person who best represented that value can be set as an example and be publicly acknowledged for his actions.
2. Have teams create their own set of values
Designing your own game rules makes playing a lot more fun. Having teams create a team culture, based on 2-3 commonly agreed values or ground rules can help nurture and speed up that process.
3. Encourage personal projects
Give employees a 1-2 h/ day window to pursue their own projects. Having people from different departments connecting and bouncing ideas can help get a new perspective.
4. Assign a buddy/mentor for every newcomer
An important part of the on-boarding process is having someone answer some really important questions. Questions that someone would be hesitant to simply ask a manager. Building a trustworthy relationship with someone with more experience in that company can help guide the newcomer. This way he or she can better adapt and grow part of the team.
5. Have themed office days
This initiative can bring a lot of fun and increase employee loyalty. Bring your [insert object/person here] to work or Chocolate [insert day here] can boost up employee morale and kill monotony at work.
6. Have team photos
Have photos of your team on a wall, or frame them around the office. Group photos, funny photos, events photos or random photos snapped when people weren’t watching. It’s a cultural element that can encourage and foster work relationships and employee engagement.
7. Encourage volunteering
Give your employees a couple of days a month to volunteer for a cause they support.
8. Remind people your company’s mission and values
It’s important that you emphasize, once in a while, what your company stands for. People need to be reminded of why they are doing what they’re doing.
9. Recognize and encourage innovation
You might have heard some pretty inspiring ideas around the office. Find out who came up with that idea. Give them a friendly “Good job!” or recognize them publicly for going the extra mile.
This should be the cornerstone for every office interaction. Especially when it comes to people in different hierarchies.
11. Empower your employees
Nothing creates a greater sense of responsibility and ownership like having the decision power. Don’t be afraid to let people be their own leader. It’s surely a great way to build trust.
12. Get social
Go out, have fun, have team buildings and weekend competitions,encourage team playing activities.
13.Make sure that people have all the resources they need
You need to make sure that you have the basics covered before you move on to other, more abstract, ideas. Equip your employees with the tools and systems that will make their job easier. This way, you’ll get them to invest their energy into doing great work, instead of wasting precious time.
14. Ask the people who really know employee engagement
You should trust the experts. Consult the right people to help you build a solid employee engagement strategy.
15.Get answers from your employees as well
This is related to feedback but it’s more of an indirect feedback. Monitor and analyze your employees, your teams and the overall work space. You’ll get some essential pointers into what works and what you can improve.
16.Build long-term engagement
Develop a long-term employee engagement strategy with clear objectives and action steps for more than a year, then re-evaluate and build on it.
17.Try and try again
It’s important that you try and adapt, until you find the perfect angle for your employee engagement strategy.