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Can You Build Employee Engagement Through Fun Activities?

12/05/12

Installing and instilling a strengthened culture of engagement is not through "fun" activities. The following has worked amazingly well for us.

OVERVIEW:

First, you must identify present engagement levels by each demographic.  Many survey companies have effective systems in place to do that.  After results and analysis are complete, procceed to the next step.

Second, hold Senior leadership workshop to make them aware of the culture they have created. Also, remind them their responsibility in changing that culture. A top down plan of change and action steps are developed from the survey results.  This is an enterprise change effect.

Third,  A strong communication policy so employees know this is not another "flavor of the month engagement survey"-change is coming; C-suite communication

Fourth,  Managers at all levels need to know how to engage their people. This includes an analysis of their own managing styles and behaviors, and how these behaviors contributed to the present levels of engagement for that group. This is done using trained, internal Engagement Teams-(usually HR).

Research has drawn a direct correlation of strong worker engagement from good managers skills. Personalized coaching using "trained internal engagement teams" have proven to be quite successful in helping managers improve their leadership skills. Presenting the unique survey results to each manager is the tool used by the coach to mentor that particular  manager, with next action steps agreed upon.  Actions steps will be different for each manager.

Summary:

  • Implementation of change by knowing what needs to be changed, by demographic, is the key underlying success factor . When survey results identifying existing culture by each workgroup/demographic, your task become much easier;
  • Top down change and bottom up change must be structured in a way that also breed accountability, needed for sustainability.
  • Trained internal coaches to support, mentor and coach each manager/leader is amazingy effective;
  • For best results, expect project to last 6 months to 1 year depending on size of the company.

The installation of an Engagement Culture is a change management process. 

We have added some new twists, as an example, the Engagement Team training is a 2-day, off-site session whererby internal HR experts are exposed to coaching skills, analysis and diagnostic training using the Infotool diagnostic tools, correlation analysis and the learning to structure "Creative Spaces (tm)" within each workgroup.

Each coach and manager completes a worksheet, defines the ROI action plans derived from the software and correlation analysis; then makes a date for follow up. The diagnostics auto selects the ROI actions to take. This process is a 12 step regiment that has proven amazingly successful in changing the culture of an organization

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