The Spiritual Rules Of Engagement Free Pdf Software
59 Awesome Employee Engagement Ideas & Activities for 2019 (Plus 11 New Bonus Ideas) (Photo comes from Dale Carnegie)Whats Your Favorite Employee Engagement Idea?Managers can agree that and retention are at the top of their priority list.Every company wants to attract and keep the best talent.The problem?Many employees in today’s job market quickly feel uninspired by their work, get bored after 2 years and start job hunting for something new.Quick turnover drains companies, both financially and creatively. Quantifying exactly how much it costs businesses to replace every employee who leaves is a challenge, but estimates are out there. Here are some highlights from a on the costs of employee turnover:.
6 to 9 months salary. (That’s well over half what you pay an employee in a year. For an employee making $100,000 a year, the cost of turnover could be as high as roughly $75,000. Ouch.). 16% of annual salary for jobs with traditionally high turnover, such as entry-level media jobs. 20% of annual salary for jobs requiring mid-level experience. 213% (not a typo!) of annual salary for top-level executive positions, including CEOsAll these numbers point to the same basic conclusion:.Outside of financial burdens, employee turnover puts a ceiling on the quality of a team or individual’s work.
The Rules Of Engagement Cindy Trimm Pdf Download
Companies with high turnover have fewer employees with a high degree of institutional knowledge. If most employees leave a company after just a few years, then the company never benefits from that golden combination of skills, talent, and critical institutional knowledge that helps business thrive.So we decided to speak with some of the best HR professionals and business leaders around the country to find the strategies and employee engagement best practices that they recommend. There are also some tips and employee engagement ideas that work for our company.Free bonus:. Easily save it on your computer for quick reference or print it for future company meetings.
Includes 5 bonus ideas not found in this post. 59 Employee Engagement Ideas: 1. Promote Transparency and CollaborationThe modern workplace is evolving quickly as office locations expand and work-from-home becomes more normal. With this, organizations are met with the increasing challenge of maintaining transparency and team collaboration within a department across the workplace.People need to feel connected to be fully engaged and there is no better tool to promote these two core principles than – we use it at SnackNation! This platform is easy to set up and arms your team to the teeth with the tools that they need to collaborate at the highest level. Offer healthier options at your workplaceJason Lauritsen, Director of Best Places to Work at, discusses how to increase employee engagement by making healthier foods available on-site with and healthy vending:“ Three-fourths of employees want access to a healthy cafeteria or vending options at their workplace, but less than half of employers actually offer it as a benefit. This creates a great opportunity. Not only will providing this benefit help organizations play a role in boosting productivity, increasing performance, and lowering healthcare costs, but we’ve also found that employees who work at organizations that provide healthy marketplace or vending options are 10 percent more likely to be engaged.”Make it your own: Offer “curated” by your employees. Send out a survey to collect everyone’s favorite healthy snack options.
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Offer one of these snacks every week. Put out a simple sign that tells everyone who recommended it and why. (Think: Those “staff picks” signs at Trader Joes.)3. Get your health and wellness program in order, New York Times best-selling Author of Building a Magnetic Culture, has helped some of the world’s largest corporations improve their culture and foster productive engagement.When we asked him what companies should be doing better to improve workplace engagement, he offered us this wisdom:“The bottom line is that anyone who knows about employee engagement is also a firm believer in instituting health and wellness programs.
There have been multiple scientific studies proving that health and wellness efforts not only yield higher productivity and engagement in the workplace but will also help as job stress is the #1 reason people quit (along with a lack of which is related to wellness as well).”Make it your own: Pick and choose from that suit your team. If your office is full of natural foodies, then you might consider regular market excursions. If fitness is your team’s thing, then you can hold a fitness challenge. Give your people “inside” informationWant to know some great team engagement ideas to get your staff more involved and committed?Keep them up to date with “inside” information. These are things like the direction of the company and the challenges that the Leadership Team is facing., HR Pro and President at HRU Technical Resources, explains this important part of your employee engagement strategy:“The one true fact in all workplaces is your people want to be in the know, they want to be in the circle of trust. HR and leadership, in general, do a crappy job at this, and it has a huge impact to engagement. Find ways to make this happen and let your people know that it’s “inside” information.
Trusting your employees can handle it raises engagement.”5. Celebrate personal winsIf someone on your team hits their monthly or quarterly goal, make it a win for your department or the whole company. Announce it to the rest of the team and celebrate with a Friday Happy Hour. Meet the modern wine subscription that puts your palate to the test.
Sauvignon sipper? Winc makes it super easy to discover wines you’ll love (to accompany the snacks you can’t live without). Take their palate profile quiz and they’ll pair 4 bottles of wine to your taste preferences and ship them right to your door every month. Try for yourself with a SnackNation readers special and enjoy 35% off your first order, shipping included! Emphasize work-life balanceWork-life balance often seems like an impossible struggle. It’s difficult to find that right balance between work and personal life to feel good that both areas are receiving enough attention.Blake McCammon of, a popular blog focused on HR and the workplace, had this to say about work-life balance’s role in employee engagement:“Work-life balance is one of the most important things employers can do to help employees not only stay healthy and fit, but keep them engaged day by day. Provide a work from home scenario and flexible hours where employees with children or adults with hobbies are allowed the freedom to enjoy life to the fullest, but still get their work done.”Work-life balance is going to mean something different for each employee, so speak with your team to see what you can be doing better as an organization to enhance it.
Often times you’ll find that a flexible will be the easiest way to help people feel more balanced between work and leisure. Praise your coworkersIt shouldn’t only be left to managers to.
When you hear about someone’s achievement, go over and personally congratulate them. It’ll mean a lot to that person and they’ll likely do the same for you when your big wins come through.Make it your own: Find a way of that works for your personality and your schedule. This will make your intentions easier to deliver on. If you aren’t exactly a smooth talker, then offering recognition during meetings might not be an option. Choose instead to write heartfelt letters once a month. 8. Bring in an in-office motivational speakerTo shake up the workday, or start Monday off with some inspiration, Cooleaf recommends hiring a motivational speaker to come into the office.
Maybe your team would benefit from a creativity workshop or seminar to improve in-office relationships. Employees will be grateful for the opportunity to grow and learn from experts and will come out of these experiences more energized and focused.
Have more funTake a half day Friday to. Go on a scavenger hunt, play sports outdoors, go paint-balling or bowling. These social events help people bond with others on the team who they don’t interact with on a daily basis and builds a better sense of community within your organization.Make it your own: Choose an that everyone on your team will talk about for years.
10. Stand for something your team can be proud of, voted as one of the, answers the questions of how companies can drive and sustain staff engagement activities at a time when engagement is at an all time low:“By showing our employees that we care, that we stand for something they can be proud of, and that we offer them meaningful, purposeful work and an opportunity to grow, learn, contribute and succeed because we know that success is a me to WE equation that starts with:1. Personal, professional development and a structure for growth, recognition and are alive in the organization.2.
Managers, mentors and trainers that are equipped to coach, inspire and bring out the best in their people.3. Communities of purpose; groups that are centered around a purpose driven business, CSR or community activity are alive, aligning shared values and mission with collaboration.4. Transparency of communication and the integrity of the organizations commitment to of individual and collective potential is mirrored in new ways of developing team spirit and vertical/horizontal collaboration.5. Human interaction, social activities that engage our people as human beings in the human side of being part of a vibrant, growing, thriving culture.”11.
Send out an employee survey to get honest feedbackSometimes it’s a lot easier for employees to say how they really feel in an anonymous survey. Actually, it’s always easier when it’s anonymous.Use a tool like, or to create a survey and send it out to your team. Surveys are one of the few ways to actually measure and track engagement, so definitely make this part of your efforts.Ask questions like:. How are you feeling? What’s the morale you see around you?. Good Idea (what one thing will make the biggest improvement in your job, your team or the organization?).
How satisfied are you with your opportunities for professional growth?. Do you have a good working relationship with your manager?. Are you satisfied with your overall compensation?
Find out what your team members are passionate aboutAre they into mountain biking? Do they write a personal blog? Do they want to backpack around Southeast Asia next summer?Know what your team is passionate about. It’ll help you connect with them and show them that you actually care about their interests.Frequently ask teammates about their passions and even try to find ways to integrate their interests into the workplace.
For example, if someone does the job of an accountant by day but harbors a passion for art by night, then suggest that he or she shadows someone in the Art Department for a day. If an employee loves to play badminton and complains that she never has anyone to play with, consider forming a casual company league. Promote perks that boost mental and physical wellbeingPerks can help make your office a more fun place to work.offers these awesome unique perks to their employees:.
Unlimited vacation days (with the assumption this privilege won’t be abused). The ability to work from home whenever necessary or work out an unconventional schedule. On-site yoga and a free healthy catered lunches every week ( Pro Tip: Check out for your office catering needs. (The SnackNation team volunteering at Feeding America) 24. Celebrate your teamMake your team members feel special on their birthdays, work anniversaries, their first day of work, etc.
Or even better, make it completely random so it’s unexpected.25. Hold office hoursThis is one of the most significant employee engagement programs for upper management.
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Holding office hours is a great way to make yourself more approachable to the entire company. Allow people to come in for office hours to, talk concerns, and explore new ideas. Build more trustAn who is constantly micromanaging might just be the fastest way to create disengagement. Trust your employees to accomplish the work you give them without checking up on them 4 times a day.Plus, other insights suggest that trust doesn’t just inspire employees to do their jobs; it might actually encourage employees to go above and beyond their assignments. Trusted employees together, and because they’re empowered, they might seek opportunities to take on even more responsibility.
Send out some Monday MotivationFind an or page from a book and send it out to your team on Monday mornings. It’s a super easy way to get people motivated and inspired and a day that’s typically slow to start. Photo belongs to via Flickr’s Creative Commons License 28. Create a roadmap to achieve professional goalsFind out what your employees’ professional goals are. Managers should sit down with their direct reports and plan the roadmap to get them to that next promotion or to acquire the skills they desire. Incentivize goalsCreate some healthy competition and reward excellent performance with incentives for successful goal achievement. Tickets to a game, dinner for two or are inexpensive ideas that can help people feel more invested in their work.Make it your own: Your incentive options are as diverse and varied as the employees you’re rewarding.
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Experiment with and see what really gets that glowing reaction you’re looking for. 30. Have a weekly food dayPick a day of the week where one employee brings in treats to share with the team. Eventually, looking forward to food day will be a major bonding moment for the whole team. Not to mention some employees will even love the chance to show off their baking prowess. 31. Take weekly song requestsIt’s Friday afternoon and your whole office is united by one thought: going home. Reinvigorate the team by taking song requests to blast over the PA system in the final hour of the workweek.
Employees will love sharing their favorite songs to. 32. Let someone else lead weekly meetingsIf you’re a leader at your organization, your team probably get to hear you talka lot. Share your responsibilities and increase engagement by asking a different person lead your meetings every week. 33. Start a learning clubGet your employees more engaged in their work by asking them to think big. Start a where employees select books or videos related to your work for everyone to enjoy. Pick a day where everyone piles into a conference room to discuss the item and its implications for your work.Make it your own: Change up the location of your meetings, offer different snacks, or even make group T-shirts. There are so many ways to make your learning club unique to your team.
You can even give yourselves a name based on an inside joke only people on your team would understand. (Next step: Secret knocks and secret handshakes.)34. Start a newsletterBut instead of having the “head honchos” or even Human Resources send it, form a committee of employees who want to coordinate it.
The volunteers will love the chance to share what they find important and the readers will love getting company news from their peers.Make it your own: Company newsletters don’t have to be boring emails. Make the newsletter your own. Do a comical video blog or maybe an old-fashioned take on a vintage newspaper, complete with cheesy headlines.
Check out our to get started. 35. Ban emails for a dayPick one day every month to ban emailing. If someone has a question, they’ll have to go talk to their coworkers in person. Even if they only talk for a few seconds, that face-to-face interaction with coworkers makes priceless employee engagement moments. 36. Show them the “people” results of their workIf you send recaps of company progress to your employees, don’t just tell them your customers are happy, show them.
Add a glowing testimonial from your customer base, clients or nonprofit constituency to the email so your employees can see how their work impacts real people. 37. Always act on feedbackLet’s say you monthly to find out how they’re feeling. While some of their desires and wishes might be difficult to act on, send them updates explaining the progress you’ve made towards addressing their concerns, even if it’s just scheduling a meeting with your CEO.
Not acting on employees’ valuable feedback will kill employee engagement. 38. Consider Maslow’s Hierarchy of NeedsDust off that old triangle chart we all know and love from Psychology 101, because Maslow’s hierarchy might have implications for employee engagement. Beyond the salary and the benefits, employees want to know that their work matters.Try working the implications of their efforts into annual reviews instead of just focusing on their performance.
While it’s wonderful they completed a special project on time and within budget, go a step further and explain the project’s greater impact on the company. 39. Use Glassdoor to your advantageGlassdoor offers a raw source of employee feedback that might be if you’re brave enough to dig into it. Even if the comments seem negative, they could give you insight into how your employees really feel. As you sort through comments, revealing patterns should emerge to spotlight areas of employee relations you need to improve. 40. Let them experience a day in the life ofSend out an Excel sheet with a list of positions in your company or department and have employees vote for a position they would like to do for a day. Let the person currently in that position give them a day of training before they launch into their day on the job.Make it your own: Your “day in the life” can be as structured or as open-ended as you like. You could include a presentation portion where people shared what they learned with the entire group.
You could have employees complete a no-pressure assignment to “test” (all in good fun) how much they really learned. You could even stage a little improv show where employees pretend to be the person they shadowed. 41. Bring in a specialistWith research showing a large chunk of the workforce does not feel engaged at work (see the featured image at the top of this post), the availability of employee engagement tools and services has skyrocketed. For you, that means you can find help if you’re completely lost. For example, some companies have brought in something called a corporate anthropologist who will study your company and your employees with the end goal of improving the overall business.
42. Engage employees through gamificationSome people invest more in the games they play after work than they do in their actual workthe work that pays the bills. To keep players coming back for more.
Now, companies like hope to bring these elements into workplaces to engage employees in ways that go beyond a regular paycheck and benefits. 43. Let them ditch a taskAsk your employees which tasks they hate above all others. Sometimes, even one dreaded task might create the feeling of on-the-job misery. Look at the list carefully and consider how you can juggle some responsibilities to make everyone happier.
One employee’s most hated task could be another’s favorite. 44. Stop before you startThis post from the says the first step in any employee engagement initiatives is to stop. This stop gives you time to consider why you’re starting the initiative in the first place and to think about barriers to success. Condense your reason for starting the initiative into a mission statement that you can use to guide you through every move, so you don’t get bogged down with unnecessary initiatives. 45. Demonstrate genuine careThe Disney Institute believes consistently demonstrating genuine care makes employees feel happy and engaged.
You can demonstrate genuine care in endless ways. One of the institute’s ideas involves finding out what’s bugging your team. Maybe they hate their office chair or would love to have some upbeat music playing while they work.
In this case, it’s the little things that go a long way in showing you care.Make it your own: Think about moments in your life when you felt truly cared for. Have you had any co-workers that truly warmed your heart with their kindness? Channel these memories into recreating warm experiences for your employees or co-workers. 46. Have completely open brainstorms Image belongs toThrow away that meeting rule book and schedule meetings without agendas or target outcomes. Have completely open brainstorm meetings where you throw away limitations and volley around some big ideas.
Guide the discussion by throwing out an area of your business you would like to improve.Keep these brainstorms positive by creating a few ground rules. Ask employees to keep their minds open and to avoid shutting down others’ ideas with mocking laughter, negative automatic responses, and skeptical questions that could block the flow of ideas. Remind them to focus not on the how, but the what and why.Why is it so important to keep the brainstorms open? According to LinkedIn’s report, 51% of employees say “having opportunities to freely express themselves” makes them feel a sense of belonging at work.
47. Have problem-solving meetingsEveryone takes a different approach to problem-solving. Schedule meetings where you reveal a big problem facing the company with complete transparency.
Let employees take a crack at explaining how they would solve it. Employees will feel more engaged in company outcomes and they might just solve a few problems while they’re at it.Make it your own: These meetings can be any format you like. You can have off-site jam sessions or in-office power lunches.
You can keep it structured by outlining the entire event or jump in to see what happens. Choose a structure that mimics how your team likes to work.
If you’re not sure how your team likes to work, then simply ask yourself this question: Is your team full of mostly planners or pantsers (people who fly by the seat of their pants)? Give them ownership of event planningWho has a better handle on the events your employees will love than your employees themselves? Instead of trying to think of company outings that your whole team will love, get your team involved in the planning process.
Ask for event ideas and seek out volunteers who want to coordinate regular outings. 49. Start an office design committeeWhile it might seem superficial at first glance, giving your employees a chance to be more invested in what they look at everyday could do wonders for engagement. Start an employee design committee to let your employees take some ownership in the place they work.
Plus, the personal touches will make the office feel like home. 50. Define what employee engagement means for your companyIf you’re struggling to come up with good employee engagement activities, it might be time to take a step back. The word “employee engagement” alone doesn’t give you anything you can visualize. Try considering what it means for your own employees to be engaged specifically. 62. Give people a chance to set their own goalsCreate a goal setting system that gives team members the opportunity to set their own goals. People are more likely to be motivated by a project or goal that they set for themselves, versus one that was set for them by their manager.A good starting point is to allow your team to create a list of goals/projects they want to complete for the upcoming goal period. Here’s an example from a member of our Marketing Team:Managers should then work with their direct reports to refine that list into goals/projects that align with the department’s (and company’s) goals.Depending on your organization, this could be monthly, bi-monthly, quarterly, bi-annually, or annually.Once goals have been set, employees break those bigger goals into smaller ones each week.
We use a system called Crucial Results to do just that. 63. Offer to pay for professional developmentIs there an industry conference that someone on your team would love to attend? Perhaps your HR professional would love to go to one of the. Or maybe an online course that they’ve been dying to get their hands on? Maybe your marketing team would love to learn email marketing from the newest and hottest course.Invest in your team’s growth is one of the best you can make as a manager.
It’s a win-win because they get to improve on a skill, and in turn, they help your organization improve. 64. Write a hand-written note to recognize exceptional workWhen was the last time you got a hand-written note?With a world that is constantly wrapped up in digital communication, doing something “old school” like a hand-written note stands out to people.Bonus points for cards written by someone like the CEO or President. Create a team mascotMeet Rudy, our Member Success Team’s mascot:What mascot best represents your team?
Team lunchesWe break bread with each other to bond. To share stories, relate to one another, and pass the salad.Break bread as a team and watch the relationships blossom.
Team walksLike team lunches, taking a walk together gives your team the chance to take a rejuvenating break from work while connecting with their colleagues.And, people with a best friend at work are 7x more likely to engage fully in their work. 68. Have your CEO and/or President host a monthly Q&AMonthly Q&A has been another hit at SnackNation HQ.Our CEO (Sean Kelly) and President (Ryan Schneider) take 1 company all-hands meeting each month and use it to field any questions people have about the company.Our team can submit questions via an anonymous Google form, or they can ask live during the 30-minute Q&A. We really value these Q&A’s because it gives our leaders the opportunity to be fully transparent with the team. Lunch & Learns (hosted by employees)This is another SnackNation favorite.Once or twice a month, we let a member of the SN team host a lunch and learn on any subject they’re passionate about.Prior topics have been wide ranging – from personal finance to cryptocurrencies to persuasion. Play “musical chairs”In many modern offices, employees don’t technically need a permanent place to sit. Sure, everyone needs a home base when they come into work each day, but do they really need to sit in the same space for years? Consider moving employees around on a comfortable, regular basis so everyone gets the chance to sit in different parts of the office and truly get to know all their coworkers.
(Let’s face it: a few kitchen interactions will not bring employees closer, but six months as desk neighbors can solidify lasting bonds.)In addition to exposing employees to people, they may not have worked with before, playing “musical chairs” also keeps employees engaged and excited for work simply by introducing change. By shaking things up, you just might give employees the shake-up they need to think of a new idea or solve a problem they’ve been chipping at for months.When you focus more attention on, the results are higher productivity, better retention rates and improvements in organizational success across the board. Now it’s your turn to take these simple ideas and put them into practice at your office.What activities has your company used to increase employee engagement? Let us know in the comments below.Free bonus:. Easily save it on your computer for quick reference or print it for future company meetings. Includes 5 bonus ideas not found in this post.Employee Engagement Resources.