Seeking Ideas for Employee Engagement and Recreational Activities: What Works for You?

Hi all,

I am trying to develop a calendar for both "Employee Engagement" and "Employee Recreational" activities. I request you all to pen down activities you are currently conducting at your end. You don't have to necessarily categorize against engagement or recreational. So feel free to express your opinion.

Warm regards,

Trinity-Morpheus

Hello Trinity,

You could conduct some employee engagement programs, such as asking them to do some chart work about the occasion celebrated. You could also involve employees in a spot quiz that is work-related and then gift them.

For employee recreational programs, you may do something like arranging bay decoration, online crosswords, Halloween day, thematic day (where everyone wears the same colored dress across the floor), and so on. I am also looking for some more ideas besides these.

Regards,
Pavithra

Thanks, Pavithra....

I have got the basic list up and running, but I am looking for more additions. Variety is what I am looking for... :D

Trinity

Dear Trinity,

Has your company recently conducted an Employee Engagement Survey, with results highlighting engagement issues that now require you to design and run employee engagement programs?

Autumn Jane

No, we haven't done it yet, and we would like to keep it that way for now. However, do let me know if you have anything on your mind. I somehow hate bureaucracy, and the survey is a part of it. I don't mind doing a test, but for smaller issues, I stick to things that are workable. :)

Trinity - Morpheus

My question is not about bureaucracy. It was more on "prioritizing targeted improvement" initiatives according to the survey results. When such a survey is properly designed, you will be able to identify what factors are working well to improve engagement, and vice versa. For factors that are hurting engagement, you will then administer the relevant programs to tackle the issues accordingly. For example, if Compensation & Benefits were an issue, you might have to participate in an industry survey for benchmarking; if it was communications, then you would have to improve your communications; if it was work-life benefits, you might have to implement flexible working arrangements, etc. In OD, the next 52 weeks after the conduct of such a survey are most critical to optimizing the results.

Autumn Jane

Dear Autumn,

Even if I don't conduct an engagement survey, I ensure that the best practices are followed, be it C&B, R&R, PMS, etc. As far as the core areas are concerned, we are considerably stable, and that has been reflected in our annual ESAT conducted three months ago. What I am trying to understand in this forum is:

a. Whether I can introduce something new, meaning, is there a new benchmark?
b. Can I do something that could add to the internal culture/extracurricular activities, etc.?

Regards,
Trinity-Morpheus