Category: Employee Engagement

Communities are powerful. Whether they’re in school, in a city or town, or they’re employee communities, they can make a big impact.

Not only do they provide social opportunities, but they can also benefit our physical and mental health, helping us fight off everything from depression to chronic pain.

There’s no reason a work-related community can’t have just as big of an impact as social circles in our personal lives. In fact, work is often a place where people form long-term friendships.

Employee communities can help you nurture these relationships and can benefit your business, too.

What are employee communities?

Employee communities empower employees to connect with colleagues, regardless of company size.

For distributed or large companies, this can make a huge difference, resulting in a 39% increase in job satisfaction. No wonder 90% of Fortune 500s now have employee communities.

In the last five years, there’s been a 29% increase in employee engagement through employee communities. What’s more, they can enable a 14% increase in retention rates.

So if engagement and retention are areas you want to improve in your business, it might be time to look into how you can get more from employee communities.

How to get more out of employee communities

Let’s explore how you can maximize the results you get from employee communities.

Welcome new members

Have you ever walked into a room full of strangers only to have every pair of eyes turn to look at you…but nobody comes over to say hi?

Or worse, no one acknowledges that you’re even there?

For employee communities to be a success, every member should be made to feel like they’re welcome, regardless of how long they’ve been there.

If things start to get cliquey, it’s immediately off-putting and could harm your retention and engagement rather than boosting it.

Welcomes don’t have to be anything major, just a simple hello is enough. Something to acknowledge their presence and encourage other members of the group to welcome them, too.

Using the right tools to organize your employee communities can even highlight who’s new to a group. That way, fellow members know who could use a welcome. A little hello can go a long way.

Get leaders involved

Leaders set the tone for an organization. If they see employee communities as something they can set and forget, they’re unlikely to ever take off with employees.

If leaders are actively involved, regularly promote them, and make your employee communities seem important, employees will be more likely to want to use them, too.

But first, leaders have to explain the benefits. Otherwise, people will wonder what the point of it all is.

This could come in the form of a company-wide email, a LinkedIn post, an internal social media post, a poster in the office, or all of the above.

The more you do to get the word out—and regularly remind people employee communities exist—the better.

Have a shared purpose

One of the strongest ways to build connection is by sharing a purpose. It puts us all on even footing regardless of other criteria.

Having a strong purpose can also benefit our mental health as it gives us something to keep us focused.

Whether that shared purpose is improved diversity in the workplace, mentoring those earlier on in their careers, contributing to the environment, or something else, a shared purpose connects employees like nothing else. It gives them a reason to check in, stay on track, and take part in activities.

This common purpose then helps everyone organize activities and agree on goals.

It makes it clear to new hires who the group is for and therefore automatically qualifies people before they join.

Depending on employee communities’ success and engagement levels, they could also work to improve your employer brand.

It shows the outside world what matters to your employees and that the business contributes to something beyond just profit. Which further helps you attract more people with the same mission.

Collect feedback

Collecting feedback is important for every part of a business. It’s the only way to learn and grow. Employee communities are no exception.

Group leaders and HR should regularly check in with employees. It’s important to see what they want or need from the group, and what could be improved on.

Or even what employee communities they want to see, how people are managing them, and if you need a better tool to organize them.

You could collect the answers anonymously, which helps make employees feel more comfortable being honest. This is especially true if they’re from a background that’s underrepresented within the workforce.

Anonymity can also change how others respond to the feedback, making it a useful tool for driving change in the workplace.

Conclusion 

Employee communities enable colleagues who have similar interests or purposes to connect around a shared cause or topic. This helps reduce loneliness, which negatively impacts productivity, performance, mental health, and physical health. It could be the difference between a workplace of engaged employees who want to work or disengaged employees who are quiet quitting.

When organized in the right way, communities give your employees a greater sense of connection to their workplace and their colleagues. They help them stay focused while also feeling like they’re contributing to a larger purpose.

Use Workrowd to manage your employee communities

Workrowd can help you manage your employee communities so they’re easier to organize and employees want to join them.

You can put all the documents you need in one place, send automated feedback surveys, and create a greater sense of belonging in your business. Not to mention, you’ll gain access to analytics dashboards that ensure you always know how your communities are advancing your business.

If you’d like to connect your employees with easy to manage employee communities, get in touch today to discuss how we can support you and book your free demo.

It’s no secret that having engaged employees can make a big difference for your company culture and your bottom line.

For every disengaged employee, it costs businesses an additional 1/3 of their paycheck. Unfortunately, 85% of employees are disengaged at work, meaning that businesses are paying a lot more than they should be for their workforce and getting a lower ROI per employee.

How do you fix that?

One way is by leveraging personalization in your employee experience. This can help you tap into employees’ internal motivations, improving engagement and productivity.

Let’s look at some ways you can use personalization to help you on the path to more engaged employees:

Use several communication methods

During the pandemic, only half of businesses offered personalized internal communication options. Which means that a lot of the internal messaging happening would’ve come via word-of-mouth or may not have reached people at all.

We all digest information in different ways, and internal communications are no different.

Most businesses have their preferred ways of communicating. Technology makes it easier than ever to combine options to suit both organizations and employees.

For instance, meeting tools now have auto-transcripts. These closed captions aren’t perfect—and are far better with some accents than others, as my English accent knows all too well—but they make it easier for employees with auditory processing issues, or who are hard of hearing, to understand what’s happening and not feel left out.

Tools like these can also create agendas or notes at the end of meetings, meaning everyone can see what the key topics and takeaways are.

Video tools, meanwhile, now have auto-transcripts or allow time-poor employees to increase the speed to get through them faster.

There are so many options now that you don’t need to stick to one form of communication and risk leaving employees out. You want everyone to feel in the loop when you’re aiming for more engaged employees.

Support different ways of learning

77% of L&D professionals believe learning is imperative to employee engagement.

But everyone learns in different ways.

Some people might favor an intensive, all-day workshop, while others may prefer something that’s self-paced.

One of the fascinating things about being human is how differently we all learn.

But just like with school, businesses can prioritize one type of learning over others, meaning that some get to excel while others fall behind purely because their brain works in a different way from what’s treated as “normal.”

When you offer employees different ways to learn skills or process information, it shows you see them as individuals. That you’re not going to hold their short attention spans, desire to tackle one task at a time, or fact that they learn in a different way from their colleagues, against them.

It also means any training you offer comes with a higher ROI because employees will stay, and therefore use, more of what they’ve learned. So your business benefits so much more.

Regardless of how an employee learns, they—and your business—still get all the benefits that come from learning. The only difference is that there are several paths they can take to learning that new skill. And you get more out of them, and more engaged employees, as a result.

Provide multiple career development options

Just like everyone learns differently, not every employee will take the same path to promotion, either. Some people might want to be managers in the future, while others would rather be your subject matter experts instead. That doesn’t make those employees who don’t want to manage people less beneficial to your business.

Some employees may feel that their only path to a promotion or a pay raise is to go into a people management role when it isn’t the right fit for them.

This can cause stress and disengagement among your managers and employees, with poor management being one of the main reasons employees leave their roles.

So what can you do instead?

The more options you give your team members, the more supported they’ll feel. And the more likely you’ll be to have engaged employees.

Some options include:

• Changing departments, like going from marketing to sales
• Moving to working on commission or increasing commission rates
• Taking on a people management role
• Becoming a knowledge leader, like a principal engineer

These are all different paths to career development, taking a more personal approach than the typical assumption that the only way to grow in a career is to stop honing technical skills and move into honing people skills.

Some people just aren’t cut out for traditional management, or don’t want to do it. That doesn’t mean they’re not great employees. Or that they’re not engaged employess. Embracing different types of workers and career growth will help with employee engagement, internal knowledge, and retention.

Don’t assume all benefits appeal to everyone

Different benefits appeal to different employees. A child-free person isn’t going to find subsidized childcare appealing, for example, but for a parent—especially in a country where childcare is expensive—this could be a key selling point.

Likewise, a healthcare plan is less appealing in a country that has free or subsidized healthcare.

For a long time, businesses have taken a one-size-fits-all approach to benefits. This treats every employee the same, rather than considering individuals’ life experiences and needs.

Rather than making assumptions or following trends, why not ask your employees what benefits they want?

You can send your employees a survey to find out what benefits appeal to them. This shows them that their opinions matter to you, and that you’re listening. If you want more engaged employees, listening to them, and acting on what they say, is key.

Conclusion

With the rise of technology and AI, there are fewer excuses than ever not to offer your employees more personalized experiences.

Technology can help you repurpose information in multiple ways, collect employee sentiment, and analyze the results.

If you want to personalize your employee experience in pursuit of more engaged employees, Workrowd has the tools you need.

From personalizable dashboards so every team member can quickly access the information that’s most important to them, to automated feedback surveys so you always know how to improve, it’s all just a click away.

Ready to see how we can help you create more engaged employees without the stress? Visit us online today, or send us a note directly at hello@workrowd.com.

Globally, fewer than a quarter of employees are actively engaged. And I can’t help but feel that number could get worse as employees worry about their jobs due to the rise of AI and automation. Workplace engagement activities offer a way to counter the forces of disengagement.

Almost two-thirds of employees today opt to quiet quit and do the bare minimum. Businesses need to consider how to reengage these employees before they lose them and spend thousands per role replacing valuable internal knowledge.

In a recent interview, James Timpson, CEO of British company Timpson Group, explained the importance of valuing and supporting employees.

In his first role, he found that “bosses were the sales prevention team,” and that “so many people work really really hard and no one ever says thank you to them.”

How do you ensure you’re not the type of boss who’s on the sales prevention team? And show some gratitude to your hard-working employees so that they want to show up to work?

These simple things improve employee engagement and make people more likely to perform at their best. Helping you make more money through better customer service and higher retention.

So, let’s explore some tactics to ensure your workplace engagement activities make a real difference for your team.

Be Values-Driven

All too often, employees believe that the higher-ups don’t care about them.

There can also be the belief from leaders that employees at the bottom of the ladder are the most easily replaceable.

But even employees who get paid the least have valuable skills and company knowledge that’s expensive—and time-consuming—to replace.

Every role requires different skills. Supporting all employees, regardless of their rank, speaks volumes about your company values and how you operate your business.

For example, Timpson has a budget of £1 million per year to spend on things that improve employees’ quality of life. One of the most common things that money gets spent on? New teeth.

It sounds like a small thing, but it’s a huge expense that many employees can’t afford. Even though it can make a huge difference to their confidence.

This kind of support builds loyalty to a business and shows that you notice—and care about—the little things for everyone. Adhering strongly to your values will ensure your workplace engagement activities can drive maximum results.

Send a survey

Surveys are a great way to get insights into your workforce and what they need from you.

When you send them regularly, using a tool like Workrowd that can automate the process, it shows your employees that you’re serious about listening to, and implementing, their feedback.

You can get real-time insights into how your workplace engagement activities are impacting your workforce. That way, you always know what’s working, and where you can improve.

Celebrate

How often do you celebrate employee achievements and milestones?

It doesn’t have to be a massive celebration. Sometimes a simple “thank you” can go a long way.

Other times, you may want to treat everyone to lunch (virtually or in person), give them an extra day off for their birthday, or reward them for having worked for you for so long.

Whatever you do, just remember that there’s no downside to showing gratitude and recognizing employees. Workplace engagement activities that focus on celebrating achievements can help reinforce your company culture.

Create ERGs

Employee groups are a great way for team members to meet like-minded colleagues.

They can reduce the isolation that comes from remote work and connect a global workforce. What’s more, they can be key drivers of workplace engagement activities for your organization.

Meeting people with similar interests or goals helps employees feel like they belong in the workplace, something which is increasingly important in our digitally-focused world.

Want more from your ERGs? Get in touch to find out how we can help you supercharge your employee groups.

Be inclusive

Inclusion is one of those words that always seems trendy but is so rarely understood, a bit like “authenticity.”

You can give the illusion of these things—particularly in job descriptions—but that doesn’t mean that when someone joins your business they actually feel included.

Being truly inclusive means holding ongoing DEI training and ensuring everyone actively works to support others in being their authentic selves. 

They can only be authentic when they feel psychologically safe in the workplace, and that starts with management.

Managers must set examples by being open—and maybe even vulnerable—so that employees know it’s okay to be that way, too.

When your organization is truly inclusive, you’ll find that your workplace engagement activities can deliver real impact.

Be transparent

When someone is transparent with us, we’re more likely to trust them.

If we know they’ve lied in the past, that trust may never recover. Ask any politician.

Transparent businesses have employees who are more open and honest, too. Employees know where they’re at and what they’re working toward.

This trust builds loyalty and means employees will want to stick around because they’ll feel invested in the business, and like the business is invested in them.

It can make your workplace engagement activities feel more genuine and less forced, and ensure people want to participate in them.

Offer training

93% of millennials and Gen Z employees expect businesses to offer training opportunities. Almost half of employees would change jobs because of the training opportunities provided.

As technology changes, reskilling will become imperative for millions of people to stay in work.

Just because someone’s job becomes obsolete, that doesn’t mean their internal knowledge isn’t still valuable. 

If you have a particularly complicated product or service, retaining that internal knowledge is more important than ever because training new hires costs so much and takes so long.

Training doesn’t just have to be about adapting to the changing workplace, though. 

Some people just love to learn (I’m one of them), so having regular lunch and learns or scheduled study time helps stimulate new connections in their brains and can make them more creative.

Did you know some of the most successful scientists also write poetry?

Ada Lovelace, widely thought of as the world’s first computer programmer, was the daughter of poet Lord Byron—and a poet in her own right. (She and her father are also buried in my hometown!)

As Ada put it, “There is no great invention without a great imagination.” She was right 200 years ago, and she’s still right now.

Most people assume arts and science are on opposite ends of the spectrum, but the most powerful creative and scientific work stems from an understanding of both.

So why not encourage those connections in your workplace? Leveraging your workplace engagement activities to help employees build new skills is key to attracting and retaining top talent.

Conclusion

Creating more engaged employees starts by making them feel supported in the workplace. And that starts by listening to them. 

What do they need from you?

And what can you do better? 

Once you know, you can then design workplace engagement activities that cater directly to your team’s wants and needs.

Want to maximize your ROI when it comes to workplace engagement activities? Workrowd’s platform is your all-in-one solution.

With tools to help you market, manage, and measure your workplace engagement activities, you can delight every employee without the stress.

Ready to learn more? Visit us online or reach out directly at hello@workrowd.com.

Gallup research suggests that 59% of employees are quiet quitting or actively disengaged.

This has been a growing problem since the pandemic, a once-in-a-lifetime event that caused many people to rethink their lives and priorities.

And which happened in between many other once-in-a-lifetime events like financial crises and wars. 

All this upheaval has left many with a feeling of malaise. Which means people want more from their jobs—and their employers—to compensate for it.

So let’s see how you can reengage employees who are quiet quitting: 

Reflect on leadership

If a large number of employees appear to be quiet quitting, it’s time to reflect on what the common denominator is. And that’s often leadership.

Are employees unhappy with their managers? Or the way higher-ups choose to run the company?

Attitude is contagious, which means if your managers come across as disconnected, it can have a negative impact on employees.

It can also be demoralizing if managers put too much pressure on employees or don’t understand their issues.

Managers need to listen to their employees’ concerns and take them into account whether they’re about their roles, the company, or the manager themselves.

It’s only when leaders take employees’ concerns onboard that the organization can really make a difference on employee disengagement and quiet quitting.

Support employee wellbeing

Employee wellbeing plays a huge role in engagement. What steps do you take to ensure your employees are happy and healthy at work?

44% of employees felt stressed for most of their previous workday. This is a huge percentage and shows that businesses aren’t taking employee wellbeing seriously. With numbers like this, is it really any wonder that quiet quitting is so common?

Reflect on deadlines

Are you being realistic with the deadlines that you give your employees?

Contrary to popular belief, not everyone works well under tight deadlines.

When deadlines are too tight or there are too many at once, it can put a lot of pressure on employees. This increased pressure can cause them to disconnect or experience task paralysis, where they don’t know which task to focus on so don’t do anything.

Feeling overwhelmed is a direct route to burnout and quiet quitting.

Pay more

Pay is one of the main reasons for employee disengagement. And when you look at how much house prices have gone up compared to pay, it’s really no surprise. Our money just doesn’t go as far as it used to.

So if what an employee earns doesn’t help them reach their financial goals, there’s a possibility they may become disconnected from their role because they feel like the things we’ve always been taught to strive for—such as having a house and financial security—are impossible. So why bother putting any effort in?

Consider if how well you pay your employees aligns with the market rate and living situation in their location.

For instance, in the UK, we have the national minimum wage and the national living wage. The national minimum wage is what businesses are legally required to pay. The living wage is a higher rate based on the cost of living.

You could also offer financial advice or financial literacy classes. But beware of doing this if you pay under the market rate because it could backfire. Learning they’re being underpaid can encourage quiet quitting among employees, if not outright quitting.

Offer peer-to-peer support

ERGs are a great way to connect like-minded employees. Whether team members bond over shared backgrounds or experiences, it deepens their ties to your business.

You could also offer support, mentoring, and coaching through these groups.

In addition, ERGs can help combat loneliness in the workplace and offer employees workplace progression opportunities through the ability to network beyond their everyday colleagues.

With stronger relationships across the organization, employees will be less susceptible to quiet quitting.

Consider your company culture

If employees’ values don’t align with yours, they’re far more likely to find themselves disconnecting or quiet quitting.

It’s increasingly important to employees that their values are in line with those of their employer. But it doesn’t always happen.

To see how your employees’ values compare to yours, send out an employee feedback survey. This will help you determine what really matters to them and whether you’re on the right track.

You could ask them for ideas on a charity you could contribute to, activities you could take part in, or causes you could get involved with. 

Make sure you genuinely try to make a difference with your social impact efforts, rather than just changing your company logo or paying lip service to issues. Both employees and the outside world will see through it pretty quickly if you’re not walking the talk.

Reflect on company priorities

What do your company priorities look like? Are they out of date?

For example, what an oil company should be prioritizing now is very different from what it was looking at 20 years ago, or even 10 years ago. In 2024, they need to look more at eco-friendly pursuits.

Businesses also need to think about what true diversity and inclusion looks like, and practice what they preach to get the most out of their employees and prevent quiet quitting.

Get their feedback

The only way to know how employees feel is to collect their feedback. You could do this through focus groups or employee surveys.

By keeping your finger on the pulse of employee sentiment, you can head off quiet quitting before it starts.

Conclusion

Just because there’s a current trend for quiet quitting, that doesn’t mean it’s out of your hands. Instead, make your employees feel supported and you’re halfway to reactivating disengaged employees.

Want a little help along the way? Workrowd’s suite of tools can help you combat quiet quitting and boost engagement across your organization.

With a central hub for company culture, automated surveys, and real-time analytics, you have the power to drive real change.

Curious to learn more? Drop by our site or send us a note at hello@workrowd.com to learn more.

Less than half of the US population is extroverted. Yet it often feels like the working environment caters to people who like loud, busy spaces and people all day, every day, everywhere. Which can be really challenging for introverts in the workplace.

On top of that, qualifying for promotions often requires socializing with colleagues. Those who don’t risk being seen as weird, looked down on, or treated differently.

So why are extroverted personalities valued more in the workplace if most of the population is introverted?

When you consider that a study of over 900 CEOs found that introverts were more likely to exceed investors’ expectations more often, and studies showed that introverts made better leaders, why aren’t we supporting employees who like the quiet life more often?

Why don’t we design more processes and spaces around the needs of introverts in the workplace?

What is an introvert?

Before we go any further, let’s dispel some common myths about introverts.

Many people assume introverts hate people. But introversion and misanthropy aren’t the same thing.

A lot of introverts actually like socializing. They just need time to recharge on their own or with people they’re close to.

The best way I’ve heard it described (and seen it demonstrated by other people) is that extroverts get their energy from other people. Introverts get it from alone time.

For an introvert, this might mean reading a book, watching TV, walking the dog—whatever works for them. There’s no one-size-fits-all way to recharge.

An introvert might have enough energy for work, but not have any left for post-work socializing. Or they may find an open-plan office overwhelming.

So, with that in mind, how can you boost engagement among introverts in the workplace? 

Allow for flexible working

Different types of working suit different types of personalities. Over 80% of extroverted employees want a hybrid work model, with 15% preferring full-time remote work.

Three-fourths of introverts also want to be in the office at least part-time.

This could be because work is often a place where we socialize. Introverts may not speak to many people if they don’t go out of the house. Plus, it takes extra effort to go out (speaking from my own experience and that of my introverted friends).

Everyone is different, though, and allowing for flexible working helps you create a more diverse workforce from every direction. It can go a long way towards boosting engagement among introverts in the workplace.

Have a quiet space/ time

Open-plan offices can be extremely noisy, overstimulating places.

When I used to work in an office, someone would be playing music, someone else would have a really loud voice that carried across the room, another would be boiling the kettle, someone else would be washing their mug, cars would be driving past…it was nonstop for eight hours a day. And that was only the noise.

It usually wouldn’t take long before I needed to either get away from my desk because I was feeling fidgety, or I needed to be on my own as I was overwhelmed by being surrounded by so many people. But there was really nowhere for me to go and work quietly.

Offering a quiet place for employees to focus helps them recharge while still getting work done.

For remote businesses, allowing employees to turn off email or Slack/Teams notifications for a couple of hours is the digital equivalent.

In both instances, employees can focus on what they’re trying to do, rather than draining their energy blocking out what’s going on around them. Cutting it out can give introverts in the workplace more energy and boost their mental health.

Avoid forced/ mandatory socializing

For introverts in the workplace, socializing with coworkers can present challenges. It may instill fear that they’ll get overlooked for promotions or their colleagues won’t like them as much because they didn’t go out for drinks on a Friday night, or wanted to go for a walk on their own instead of going for a group lunch.

And the unspoken requirement to go, even if it’s not actually mandatory.

Employees need to feel like they can say no to workplace drinks without someone trying to talk them into it. Or that their career will suffer because of it. They shouldn’t need to justify not wanting to socialize with their colleagues outside of work.

Show different kinds of leadership

The stereotypical idea of leadership is often more extroverted and focuses on traits that are considered masculine.

However, studies have shown that introverted and female leadership styles are actually more effective.

This includes showing empathy and actively listening to your employees.

The more you demonstrate different kinds of leadership, the more it will benefit your employees, managers, and future hires.

Introverts in the workplace will also see a possible career path for themselves, even if they don’t fit into a typical extroverted management style.

Managers won’t feel the need to live up to false expectations, mask who they really are, or hide how they feel.

Future hires will see a business that celebrates and supports diversity, making them want to work there.

Offer different ways to communicate

Every business has its preferred way(s) to communicate. Considering individuals’ preferences enables them to get the most from a conversation.

For example, some people prefer written feedback because they can take their time to digest it. But for the person giving the feedback, a video can sometimes be quicker.

The solution? Transcribe the video!

Technology makes it easier than ever to combine different types of communication so that everyone can benefit. Including and especially introverts in the workplace.

Embrace active listening

Sometimes, someone will look like they’re not paying attention in a meeting, but they’re actually listening actively. This can have long-term benefits, allowing for other perspectives.

However, there’s often the assumption that someone isn’t paying attention because they’re not speaking up during a meeting.

Sometimes people genuinely lack the confidence to speak up—especially if they’re a minority in the room.

Other times, they’re percolating.

But it’s important to give people the space to listen, and that one person—or one group of people—doesn’t hog the conversation. Quieter members of the team should feel able to share their opinions without judgement, but likewise should be able to listen without comments that they’re too quiet.

Conclusion

When more than half the working population is introverted, it doesn’t make sense to exclude them or expect them to behave like the minority.

The most successful businesses celebrate and support employees’ differences, as these can be turned into strengths that help the business grow and develop.

In turn, this benefits employees’ productivity and confidence, improving engagement and retention.

How is your organization supporting introverts in the workplace? If you’re looking for ways to ensure employees can get and stay connected on their terms, Workrowd can help.

With employee groups, personalizable settings, automated feedback surveys and more, everything you need is in one place. Want to see how our tools could improve outcomes for introverts in the workplace at your organization? Visit us online or email us at hello@workrowd.com.

Employee disengagement is rampant. Almost a quarter of the global workforce is “actively disengaged.” What’s more, 59% do the bare minimum, a trend now referred to as “quiet quitting.”

This is costing companies across the globe $8.8 trillion in lost productivity. That’s 9% of global GDP.

Since 2020, active disengagement has continued to grow. And to be honest, I’m not surprised. Covid changed how many of us see and experience the world. Add to that climate change, wars, and the political climate, and many of us feel a continued sense of existential dread.

Where we choose to work can make or break our mental health. We can either feel like we’re making a difference, or that we’re just going through the motions. It can seem like nobody would notice if we left.

To get the most from employees, you need to make them feel like they matter. Like their presence in your business contributes to something bigger than themselves.

So let’s take a look at some causes of employee disengagement that you may not have considered before:

Incompatible values

Many employees today aren’t just motivated by a paycheck. They want to feel like their life—and their work—has a purpose, too.

This is why your employer brand is so important. You can make it clear to potential candidates what your company values are. This will help you attract people who share those values.

As a result, anyone who applies to work for your business will have already qualified themselves. That way, you’ll be able to hire someone quicker.

On the flip side, if employees don’t understand your values before they join, and they don’t share them, they’ll be less motivated. So they won’t work as hard and they’ll be less likely to stay long term. Which will then cost you more time and money to hire and train their replacement and overcome employee disengagement.

Not being as inclusive as you think

When a business or person thinks they’re fully inclusive and has nothing left to learn about diversity, equity, and inclusion, that’s when the cracks start to appear.

Being an inclusive business requires active work. It’s not something where anyone can afford to get complacent.

It’s also not just about educating people on DEI. Those kinds of training programs can often cause employees—and even some senior leaders—to roll their eyes and treat the training as a box-ticking exercise.

To truly be inclusive, it requires:

• Calling out microaggressions
• Checking the language you—and your colleagues—use in emails, job descriptions, blog posts, and anything else you publish to ensure it’s truly inclusive
• Analyzing job descriptions to ensure they use neutral language

These all help you, and your employees, keep inclusivity front of mind and support underrepresented talent in the workplace. It also helps stop employee disengagement before it starts.

Feeling unvalued

Employees want to feel like you care about them.

There are lots of different way to show them that you do. It doesn’t have to be anything big or expensive.

A simple “thank you,” or a “great job” can show someone you value what they’ve done for you.

Another way to make employees feel valued is to listen to their opinions and take their feedback into account.

Even if what they hope for can never happen, allowing them to voice their opinion makes them feel heard, respected, and valued, rather than silenced and unappreciated.

Employee feedback surveys—and acting based on the results—is one way to make employees feel heard and appreciated.

Automate survey sending and results analysis so that you can act sooner and successfully reduce employee disengagement.

Lack of growth

The more we do the same thing day in and day out, the more repetitive and boring it becomes.

Our brains crave novelty and stimulation. That means leaving the house, changing our working environment (whether we work from home or an office), working with different people, and trying new things.

When an employee feels stuck in their role and like there’s nowhere else for them to go, it can lead to feelings of frustration and boredom.

These feelings can lead to resentment and cause them to not work at their full capacity and “quiet quit” instead.

Growth doesn’t just have to mean a promotion, it can mean:

• Moving departments
• Expanding their skillset, such as a copywriter learning about video editing
• Working on a different project

Finding ways to break up the working day and keep it fresh reduces employee disengagement and enables you to retain their knowledge.

Hiding health conditions

Young people now struggle with depression and anxiety at a higher rate than their older colleagues. This hasn’t happened since records began.

But someone doesn’t have to be quiet in the office to have a mental health condition. Sometimes the most outgoing, vocal, seemingly happy people are the ones who are screaming on the inside.

That’s why it’s so important to check in with your employees.

It could be that the most compassionate people, the ones who deflect conversations away from being about them, are the ones struggling the most. But they may also be the most uncomfortable talking about how they feel.

That’s not to say it’s always the case—mental health conditions look different on everyone.

Ensuring managers check in with their employees and notice significant changes in their behavior, productivity, engagement, or working patterns is therefore key. It helps prevent employee disengagement before it negatively affects people’s mental health and your business’s bottom line.

Conclusion

To avoid employee disengagement, you need to take active steps to keep employees engaged.

That means maintaining basic DEI efforts like speaking up when you see someone being disrespectful, supporting employees through their health or other personal struggles, and finding ways to keep employees interested in their jobs.

If you’re ready to make real strides on reducing employee disengagement, Workrowd’s all-in-one suite of tools can help. With everything you need to organize and track employee engagement programs under one roof, you’ll always know what is and isn’t driving results.

Want to learn more? Visit us online or send us a note at hello@workrowd.com to schedule some time to chat.

At an organizational level, the benefits of mentoring in the workplace are no secret. 84% of Fortune 500 companies have mentoring programs, and 100% of Fortune 50 companies have them.

At the individual level though, it’s a different story. While 97% of people who have a mentor find it valuable, only 37% of professionals actually have one.

And 63% of women have never had a formal mentor.

It’s a reciprocal cycle, though—89% of those who’ve had a mentor will go on to become one.

Mentorship also ranked as the #1 focus for L&D programs in 2023. So if your company doesn’t have a mentorship program yet, it might be time to create one.

Here are our tips to maximize the benefits of mentoring in the workplace:

Match people with mentors from a different demographic

Many people gravitate towards someone like them when they want a mentor. But being mentored by someone from a different demographic can help them develop skills they hadn’t considered. And, for team members from underrepresented backgrounds, it could provide a further boost up the career ladder.

For example, when men have female mentors, it improves their “feminine” traits such as empathy. These often-dismissed capabilities actually create better leaders. Yet, people frequently underestimate them—and therefore don’t encourage or nurture them—in the workplace.

Employees are more satisfied with leaders who possess these traits. What’s more, countries that embrace female leadership have higher GDPs and even experienced fewer deaths during the Covid pandemic.

Team members from underrepresented backgrounds who receive mentorship, meanwhile, gain introductions to industry connections that can open more doors for them to grow their careers.

While employees may initially feel more comfortable as the mentee of someone from the same demographic as them, they won’t get as much from it.

If matched with someone different from them, they can learn not just new skills for the workplace, but reduce their unconscious bias and develop abilities that may be less common for their demographic.

Matching employees with mentors who are equipped to actually help them grow is a key way to reap the full benefits of mentoring in the workplace.

Tailor the program to employees’ needs

Having a mentoring program is one thing. But if your mentors have never mentored anyone before, or even been on the receiving end of mentorship, they may not know how to ensure their mentee gets the most from the experience. So they end up going through the motions instead of offering employees the support they actually need.

Creating a flexible program outline ensures mentoring delivers on its promises for mentees.

For example, if the mentee’s goal is to get a promotion, the mentor can help them identify the skills they need to learn to put them in the most competitive position to achieve that goal.

They can then break the list down further to look at what activities or experiences will help the mentee gain those skills to use in the future.

If your program structure is too rigid it won’t be able to adapt to accommodate the unique skills required for each role.

But if it’s a flexible outline, the mentor and mentee (maybe with a little help from HR) can create a plan that provides mentees with everything they need to succeed.

Create groups for mentors and mentees

Employee groups are incredibly powerful. Creating specific groups for mentors and mentees to ask questions and network can help boost the benefits of mentoring in the workplace even further.

Your team can use groups to share ideas and resources, as well as troubleshoot if something isn’t working. This means nobody has to solve a problem alone. It increases their sense of belonging in the workplace and shortens how long it takes to find a solution.

Ask for feedback

Asking employees for feedback on your mentoring program ensures that everyone gets the most out of it. 

If you don’t have a mentorship program yet, or you want to overhaul it, consider asking employees what they want from it. 

You could ask questions like:

·      What skills would you like to learn?

·      Who do you think would be a good mentor?

·      Would you be interested in mentoring a colleague?

Further down the line, check in with employees to find out how things are going. 

That way, you can double down on what’s working and find ways to solve what isn’t—or cut those parts out.

You could ask mentees:

·      What have you learned from your mentor so far?

·      What benefits have you experienced from being a mentee?

·      On a scale of 1-10, how beneficial have you found being a mentee?

And ask mentors:

·      What have you learned from being a mentor?

·      What benefits have you experienced from mentoring?

At the end of the program, you could ask:

·      Has the mentorship program helped you achieve your goal(s)?

·      What’s the most valuable thing you learned?

·      On a scale of 1-10, how would you rate your mentor?

Combining closed questions and open-ended questions will get you the best results. You can analyze the results of closed questions to get quantitative data, while the details from open questions will give you further insights to help you improve the program.

The answers to open-ended questions may also give you new ways to advertise the program to existing employees, or showcase it in job descriptions. Ensuring strong participation is obviously another big part of maximizing the benefits of mentoring in the workplace.

Conclusion

A mentoring program can create new opportunities for mentors and mentees. It’s not just about networking or learning new skills; it opens people up to new ways of thinking and experiencing the world.

When you involve mentors and mentees in the creation of the program, it ensures that employees will want to be a part of it and can talk up the benefits of mentoring in the workplace to their friends and colleagues.

This helps the program to grow and means you have better trained, happier employees. Who are also more likely to stick around for longer because they feel supported by their employer.

Are you ready to tap into the benefits of mentoring in the workplace for your organization? If so, Workrowd has your back.

Our all-in-one tool suite makes it easy to connect employees for matching, set up and manage employee groups, and automatically survey employees about their experiences. Plus, with real-time analytics dashboards, you can visualize your progress at a glance.

Want to learn more? Visit us online or reach out directly to hello@workrowd.com.

Despite the importance of the work, public sector employee engagement remains a challenge. The federal employee engagement score is around 12 points behind the private sector mark. It sits at just 63.4 out of 100.

I worked in the public sector for three years. In that time, I learned that local governments will get blamed for just about everything—even if it’s not their responsibility. At the same time, people also expect them to have an answer for everything.

The role could be difficult, since our hands were often tied because politics (either internal ones or the government itself) got in the way. Still, many of the people I worked with genuinely cared about what they did. They felt motivated to make a difference.

When public sector employee engagement is high, team members are more productive. There are lower levels of absenteeism. Fewer people leave.

And, with tight public budgets, a competitive talent market, a worker shortage, and less space in the public sector to negotiate pay, creating the right working environment is key to saving money and providing more effective services.

So, how do you boost public sector employee engagement?

Communicate

You may not have control over every decision that affects your employees, but you can share what’s going on with them. This ensures they feel included in the process. Even if a decision came from higher up and is out of your hands.

Give employees the opportunity to share their feelings, too.

Even if they can’t change anything, voicing their emotions helps employees let go of them. That way, they can get on with the tasks that they do have control over.

Change management

One of the challenges I faced in my role in the public sector was getting other departments to embrace social media. This was ten years ago, so it was still uncharted territory for a lot of businesses. 

Many of my colleagues didn’t understand how it worked and didn’t even use it for their personal lives. So why would they care about it for work?

Some departments were uncomfortable even updating the information on their part of the website.

So I shared the benefits with them. Things like how, if they updated the website now, it would reduce the time they spent on the phone answering the same question over and over. And expanding the information that was there in anticipation of other FAQs.

Over time, those departments that had been dragging their feet started to realize how the website—and social media—could give them more time and make their jobs easier.

Just ensuring that everyone is educated and informed can do wonders for public sector employee engagement.

Embrace technology

Technology empowers you to streamline your workflows, communicate better, and cut costs. All of which mean you can provide better services to the people you serve.

It means employees can do their jobs more effectively.

Technological advancements are there to make employees’ lives easier. This is particularly true in industries where employees already feel like they can’t get everything they need to do done each day.

While there’s obviously a lot to consider with new technology, the right tools can significantly increase public sector employee engagement.

Connecting employees

When employees work remotely, it can be lonely. It can also get lonely if they work well with their team, but don’t have much to talk to them about beyond work.

Tools like Workrowd are a great way to connect public sector employees with their colleagues from other departments.

In larger organizations, it’s impossible for employees to meet every one of their coworkers in the corridor. 

Organizing employee groups is a simple, effective way for them to connect with like-minded employees. Plus, it can improve their sense of belonging in the workplace.

Belonging is crucial in all organizations, but it’s especially important if you want to boost public sector employee engagement.

Ask for feedback

The best way to improve the employee experience is to ask employees how they feel about it. This doesn’t always make for comfortable reading, but it’s a vital part of improving public sector employee engagement.

It shouldn’t be an arbitrary survey that’s sent to HR through people’s managers, though. Employees should feel able to communicate openly, honestly, and directly with HR. 

That way, employees won’t feel the need to mince their words. They can be open about any toxic tendencies in their team or from their manager without worrying about someone finding out they said something and it affecting their working relationships.

This fear alone can make employees clam up and feel unable to share their experiences. Resulting in damage to the employee experience, especially if these types of surveys are mandatory. (But illogical.)

Instead, why not send regular, automated feedback surveys?

Ones that are sent on your behalf, where you can then have more time to act on the feedback you receive?

Act on employees’ feedback

It’s one thing to ask for feedback, but you going to all the effort to create surveys, and employees taking time out of their busy days to fill them in, is pointless if no changes are made based on the feedback.

Are there any patterns that emerge from the feedback?

What steps can you take to improve things?

Or if something is going well, what can you do to lean into those successes?

Conclusion

Life in the public sector can be very different from the private sector. Employees—and often management—can have far less control over decisions that are made, and the things they have to do as a result.

To improve public sector employee engagement, make sure team members still have a voice. Build a welcoming culture that listens to employees and supports them.

It’s important to modernize, too. This can take more time in the public sector, where things often move more slowly than in the private sector. Ultimately though, it’s the key to doing more with less as public sector organizations struggle financially.

If you’re ready to boost public sector employee engagement, getting the right tools in place can help. With Workrowd, you can keep employees connected, automate feedback requests, and leverage real-time analytics to take your public sector employee engagement efforts to the next level.

Sound useful? Visit us online to learn more, or send us a note at hello@workrowd.com.

95% of managers have one-on-ones with their employees. Just because they’re having them though, doesn’t mean they’re effective one-on-one meetings.

In the best cases, these meetings can be vital to an employee’s career trajectory. They keep team members focused and ensure they know what you expect from them in the short- and long-term.

These clear expectations, as well as support in their career, can improve employee engagement and productivity. It can even improve team members’ well-being.

So, how can you conduct more effective one-on-one meetings that drive employee engagement?

Have an agenda

Having an agenda for any meeting means that all parties know what type of meeting it’s going to be.

A one-on-one without an agenda can be a source of panic for employees, especially if they’ve previously worked at companies where one-on-ones consisted of their boss berating them for an hour.

Come up with a clear list of what you want to discuss. 

Ask employees what they want to talk about, too. 

That way, you both know what to expect and can do any preparation needed. Employees also get to feel like their voice is heard.

Create a welcoming atmosphere

Employees need to feel like they can talk to you. Otherwise, they’re going to shut down and you not only won’t get a lot from them in the meeting, but you won’t get the most from them work-wise, either.

Effective one-on-one meetings are the perfect place to discuss roadblocks or other workplace challenges. Just over 70% of managers feel this is a good way to use them.

But if an employee doesn’t feel you’re approachable, they’re less likely to talk to you if they’re stuck.

Instead of saying, “don’t come to me with a problem, come to me with a solution,” make it clear to employees that if they can’t think of a solution, you’re there to support them. But you’re also there to brainstorm and help them address challenges as well.

You can then encourage them to trust their instincts solving future problems.

Otherwise, they may waste more time feeling stuck because they can’t find a solution when you have one already.

Discuss the good and bad

The topics discussed the most in effective one-on-one meetings are:

• Growth and development
• Performance
• Employee motivation
• Connection to people and/or work
• Autonomy and accountability
• Alignment to company mission. 

These are some pretty meaty topics and can go in either direction. Getting the balance right requires giving effective feedback to help employees excel.

Many people are either better at giving criticism or praise. But effective one-on-one meetings have a balance of both. Employees need to know what’s pointing them in the right direction and what’s taking them off course.

If they’ve made a mistake or could have done something more efficiently, instead of dwelling on that, explain why it was less effective and teach them the better way to do things next time.

If you spend the meeting berating them or repeatedly telling them they were wrong, they’re far more likely to shut down and struggle to put what you say into practice.

So be sure to praise what they do right, too. Do they create a welcoming atmosphere for new team members? Are they quick to learn?

Soft skills are just as important as hard skills in the workplace.

Listen 

One of my strongest memories of a workplace one-on-one involved being talked at for an hour. I didn’t get a word in. 

I was told what I’d done right and wrong, and what I needed to achieve in the next year. That was it. 

I didn’t get a say; my thoughts, feelings, and opinions weren’t considered or even asked for. 

That shouldn’t be the purpose of effective one-on-one meetings, especially not in the modern workplace.

Instead, listen to your employee. What matters to them? What do they want to work toward, in the short- and long-term? What’s getting in their way?

How can you help them achieve their goals?

Give guidance

Sometimes, an employee doesn’t know what they want, either in terms of short-term or long-term career growth. Not everyone has a clear trajectory, and they shouldn’t be expected to map one out without support.

Expecting people to know where they want to go when they don’t know what their options are is like asking someone to cook a dish they’ve never heard of without a recipe.

Give them options for where they could go in their career. Consider positions that suit their personality, strengths, and motivations.

If someone enjoys the creative parts of being a marketer, there’s no point in suggesting they become a marketing analyst, for example.

Conversely, if they like the people part of marketing, they might make a great marketing manager or even salesperson.

Or, if you’re not sure what their future could look like, do some research together, or ask people within the business what they think.

Just because someone doesn’t have a clear career vision, that doesn’t mean they can’t do great things with a little help. Effective one-on-one meetings are a great place to start digging into these issues.

Come up with next steps

All effective meetings have a plan at the end. One-on-ones should be no exception.

Whether it’s a small task to be done for next week, like completing a brief, or a long-term plan to help them achieve their career goals, providing actionable next steps means employees know what you want from them, and enables you both to track their progress.

Conclusion 

Effective one-on-one meetings can play a huge role in an employee’s career development. Whether they want to become a manager, a subject matter expert, or something else, you have the opportunity to guide them through pivotal points in their career.

To make these conversations a success, employees need to feel comfortable opening up to you.

They also need to believe you’ll accept what they tell you without judgment.

The more you listen to them, the more they’ll open up, and the better they’ll perform in the workplace.

If you’d like to learn more about what employees want outside of effective one-on-one meetings, Workrowd can help. Establishing an ongoing culture of feedback with our automated surveys and analytics means you’ll always have a pulse on employees’ needs.

Plus, our employee program, group, and event management tools make it easy to design and launch initiatives in response to the feedback you get. Want to learn more? Drop by our site, or send us a note at hello@workrowd.com.

In my previous post on the mass return to office, we looked at the impact it’s likely to have on businesses’ DEI efforts. In this post, we’ll look at your return to office policy from a standpoint of how it impacts employee engagement.

While many managers want employees to be present in person, this can be detrimental to employees’ mental and physical health. Which, ultimately, impacts your bottom line.

So, let’s explore how a return to office policy can hurt employee engagement:

Employees can’t take breaks when they need/want to

I can’t sit at a desk for very long. Usually, I’ll write/edit a piece, then take a break. This makes me look like a massive fidget when I work in an office.

But if I don’t take a break regularly, I can’t concentrate.

The longer I sit still for, the harder it gets for me to focus.

This is the reality for many people who are neurodivergent or have chronic health issues. Sitting still becomes physically and/or mentally uncomfortable.

Not to mention it’s terrible for healthy people, too, causing long-term health issues such as chronic back pain.

Back pain is one of the biggest causes of employee sickness in the US. All told, it costs the economy $250 billion per year. Yes, billion.

I thought I needed new glasses when I read that, too.

Back pain is also one of the leading causes of early retirement.

So if someone retires early from it, you lose out on their industry and company knowledge. Plus, you have to spend money hiring and training other employees to fill the gap.

The simplest way to prevent all this? Ensuring employees move more and sit less.

Spending too long staring at a screen can also lead to eye strain and headaches. This then further causes employees to need to take time off to rest. All because they can’t take a screen/desk break when they need to.

Employees need to feel comfortable taking breaks and stretching their legs (and minds) as often as necessary.

But if their boss believes they must be at their desk in the office at all times to do their job, it doesn’t allow for the flexibility people need to move their bodies and maintain their health.

Employees feel less trusted

Forcing employees back into the office when they’ve worked remotely successfully for several years sends a negative message. This extreme return to office policy suggests you don’t trust them to do their job without someone to monitor them in person.

This message that those in charge don’t trust them can damage their confidence. This is especially true when they may feel like they haven’t been doing a good enough job already.

If they’ve worked hard but it’s perceived to not be good enough, the hit to their confidence can cause them to be less productive and may lead to workplace-related depression or anxiety.

All this adds up to employees disengaging, taking long-term sick leave, or leaving altogether.

Over time, this turnover will cause businesses to waste money on hiring that could’ve been saved by working with employees to find a hybrid or remote working policy that suits everyone’s needs.

Underrepresented talent feels they have to conform

Subconsciously, in an office, we judge the people around us. We judge them based on how they speak, act, and even what they wear.

This forces people to conform. Especially in a conservative workforce, or one that isn’t very diverse (even if it’s trying to change).

This subconscious conformity has an impact on how people think over time, too.

When someone doesn’t express their individuality however they want/need to, it can impact how they think, too.

They’re more likely to second-guess their ideas. So they won’t share them.

Eventually, this lack of other perspectives could lead to groupthink.

And that groupthink will reduce employees’ ability to think creatively, innovate, and problem solve because they’re working with just one limited worldview.

Your return to office policy can make it harder for people to speak their minds, especially if they’re constantly immersed in a one-size-fits-all office culture.

Offices are distracting

I delved deeply into how offices can be distracting in my previous post, so I won’t belabor the point here. But the short version is that big, open-plan offices can be distracting.

Office-based working means it’s easier for colleagues to interrupt someone when they’re concentrating. If that person doesn’t drop what they’re doing to talk to their colleague, they risk being perceived as rude.

But what if they were in the middle of a massive breakthrough, and someone coming up to them, unprompted, broke their flow?

It takes us 20 minutes to get back into something after an interruption.

With the amount of distractions we can experience in an office, those 20 minutes can add up. Just think how much lost time your return to office policy can lead to throughout the working day, let alone a week, month, or year.

Commutes can be draining

Commutes can be draining, especially if there’s a lot of traffic or problems with public transport.

When I used to get the tram to work, if there was some sort of tram delay (which happened a lot), it meant I got into work late. I started the day already feeling stressed before I’d even gotten to my desk. 

My elevated stress levels meant I was more reactive to my surroundings. As a result, I was less able to concentrate.

Plus, I was worried about whether the tram issues would be fixed before the end of the day. And if they weren’t, how long it would take me to get home. And how little energy I’d have left when I got there.

None of these things are an issue with remote working. Instead, employees get more time to spend on what matters to them and don’t need to stress about their commute.

Office-based working vs employee engagement

While some businesses will always need employees there in person, for many modern companies, there’s just no reason to implement a full-blown return to office policy.

For in-person meetings, in most cases, it’s still cheaper to rent a space once a year, or once a quarter, than have a permanent office space that no one wants to use.

If an employee is among the few who prefer to work in an office, they could always find a nearby co-working space, library, or cafe. This is likely to be closer to them than the office, but they still get to be away from any potential at-home distractions.

Looking to balance the benefits of in-person work with the employee engagement perks of remote? Workrowd can help. Our all-in-one tool suite enables team members to find community no matter where or when they work.

Personalized dashboards ensure everyone is always in the loop, and custom analytics let you track your results in real time. Sound useful? Visit us online to learn more, or drop us a note at hello@workrowd.com.