4 min read
So you’ve established goals, analysed data, reviewed the options and put an employee engagement strategy into action. Great! But now what?
Monitoring your program is one thing, but to continually improve your levels of engagement, your employee engagement program needs TLC.
It's all about your willingness to make those adjustments and the care you put into making sure your platform is relevant and exciting for all your employees is another necessary step to success.
Employee engagement is an ever-evolving area both within the world of business and within your own organisation, so it’s something that needs ongoing attention, measurement, adjustment and improvement. Ready to create a successful employee engagement program? In working with hundreds of different clients over the years, these are the best practices I’ve relied on to help create a successful employee engagement program:
Starting with a clear goal or goals in mind for what you want to achieve means you’re focused on more than just ticking a box. Clear goals drive programs from inception to launch, and beyond. Without clear goals or genuine enthusiasm, you’ll have difficulty getting anywhere after launch. This leads me to my next point…
Engaging outside resources to launch a program or platform is smart–but who is going to maintain enthusiasm after launch? Answer: your employees. Turning employees into brand champions and engagement advocates will power the success of your program and/or platform. Moreover, look for champions at all levels–not just at the management level–and within every department. This will promote authentic and sustainable program engagement.
I’ve seen even the most well-planned employee engagement programs go stale quickly without constant, two-way conversations about what’s working–and what’s not. The most successful programs implement open and visible employee communication channels that offer a safe space for employees to provide honest feedback that both HR and leadership can respond to. My advice? Go beyond traditional employee surveys, and utilise an “always-on” feedback channel, such as Slack. These channels allow for real-time input and open lines of communication between all levels of your organisation.
Over the past 10 years, Reward Gateway has partnered with thousands of organisations to assist them on their journeys in employee engagement. One thing all successful companies have in common is that they constantly work on measuring their employee engagement and use that data to make informed decisions on how to adjust their strategy accordingly. Three key elements to monitoring employee engagement are:
Our Client Success Managers are as passionate about our clients’ employee engagement as our clients are, and we are here to assist you on your journey through detailed analysis of product statistics, employee feedback and industry standards and innovations. Get in touch if you’re ready to create an employee engagement program that your employees will want to shout about.