Properly training new hires is one of the most important steps you can take to ensure employees are engaged at work. Consider implementing learning modules into your onboarding experience that walk new hires through everything needed to upskill in their role, through to important but dry compliance processes like Health and Safety training.
You can use off-the-shelf learning courses for this, or create your own learning modules uniquely tailored to your organisation. This will not only help new starters assimilate into your company culture faster, but it will also help foster employer brand allegiance from the beginning.
Technology is one of the most powerful tools an organisation can leverage to develop employees and keep them engaged. Investing in developing your talent can make employees feel far more valued in your organisation than a bonus would. In a recent survey that looked to identify the drivers of employee engagement, close to half the respondents said they found meaning in their sense of personal achievement and thrived on personal challenge.
Identify your high-performing employees and set them weekly, monthly or yearly challenges. Gaining buy-in from employees can be the difference between a collaborative, agile business and an organisation stagnating in its old ways. The employees were energized, including some benefits:. Employees are being recognized without any Starbucks gift cards needed. Providing networking opportunities can encourage your employees to bring fresh ideas and best practice knowledge into the workplace.
Introduce your employees through formal and informal networks both within and outside the organisation. Ideas include bringing together teams from different departments for a workplace lunch, organising internal hackathons or sending chosen employees to industry conferences or expos. Through access to social networks like LinkedIn, Twitter, Slack or Yammer, people can support each other in knowledge sharing and problem solving at the click of a button. This increases overall job satisfaction and the ability to cultivate strong professional relationships.
Recruitment coach Ross Clennett identifies a trifecta of factors that lead to employee engagement:. Then look at ways in which you can increase autonomy, ensure everyone is competent and show them the bigger picture. This requires a culture change across leaders at all levels but is hugely worth the effort in increased loyalty and efficiency. These days, companies are a diverse blend of full time, part time, contingent, contract and flexible employees. What motivates a freelancer will be vastly different to what motivates a full-time staff member. A proactive leader might think about it in terms of the virtual talent warehouse , rather than a permanent workforce.
With the new capabilities that AI, cognitive computing and robotics will unleash, a new suite of solutions presents itself when it comes to bridging skills gaps. A work relationship is like any relationship. A bit of give, a bit of take. Ensure you have the tools in place that make learning fun and easy to access. Creating comprehensive training programs is not just crucial for keeping employees engaged and invested in their role: it also pays off.
Almost no one washes their rent-a-car before returning it, but we do fill it up with gas. Likewise, leaders need to avoid the short-term temptation to take away employee accountability for their meaning. Employees should feel like they have the agency to make choices that help them reach their desired outcomes. Did I do my best to build a relationship with my boss? To create a positive work environment?
To earn my pay? To get along with my peers? Sometimes, all it takes is to find a role for this team member that makes better use of their talents. Cultivating an environment that promotes deeper employee engagement takes commitment, hard work and courage, but the benefits will deliver the most outstanding results for your people and your business. Organisations can consider implementing the following initiative:. Healthy minds lead to healthy business performance and productivity.
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The Australian Government is encouraging employers to invest in employee health and wellbeing. Their belief is that workplaces which adopt health and wellbeing programs often attract and retain employees and are able to drive better business performance. Supporting health and wellbeing at work could range from offering staff discounted gym memberships to hosting lunchtime yoga classes in the office.
It could be as simple as replacing the biscuit tin in the team room with fresh fruit options. Collaboration is important for employees to feel included and engaged. Studies show teams that share leadership responsibilities, interpersonal interactions and a cross-functional mentality have lower levels of conflict and stress, and higher levels of overall satisfaction. Encouraging cross-functional collaboration means breaking down internal silos and stepping out of traditional hierarchical team structures.
Intrinsic in cross-functionality is the idea that anyone in the organisation can contribute their skills to a problem — regardless of their seniority or tenure. All employees in an organisation play a critical role in ensuring everyone is an engaged and contributing member of the team. Fostering a culture of teamwork and problem solving encourages employees to think outside the box and solve problems within their teams, rather than relying on guidance from management.
Developing good relationships with coworkers is crucial to cultivating a sense of engagement in the workplace. Research shows us that the relationships an employee cultivates with their co-workers and supervisors has a direct influencer on their psychological sense of meaningfulness at work. This sense of personal meaningfulness and contributing to a team is crucial to foster employee engagement and motivation in the workplace.
Two out of five employees feel that relationships with their co-workers are very important to their satisfactions, studies have shown. Encourage company practices that see workers regularly interacting and working with each other: this creates a sense of community and shared purpose. These can include daily routines like standups with team members, messaging platforms like Slack and Trello that encourage cross-team communication, to company events like bootcamps and getaways. Take a holistic approach that acknowledges the importance of social responsibility in the workplace, and in life.
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Della Wolfe of business management consultancy service The Curve Group says empowering employees to engage with charitable activities at work is a great way to improve employee retention. Of the top three factors that contribute to employee engagement is the opportunity to contribute to the success of the organisation, according to a study on employee engagement conducted by the Penna Institute. In the study, close to half the respondents said that the opportunity to contribute to the success of the organisation created a positive work experience that led to personal development and satisfaction in their role.
One of the most powerful tools for engaging your employees is creating a strong employer brand. Having a clearly articulated employer brand offers a sense of direction and adds meaning to each employees work. That means organisations should take a holistic approach to attracting talent that allows them to build on their corporate reputation. Encouraging friendships and organic communities to form outside structured company events can lead to more engaged employees. Organisational psychology tells us that the more friends employees have at work, the more engaged they are in their role.
This is compared with an engagement rate of sixty-nine per cent in employees with 25 or more work friends. Encourage informal communities to organically develop within your organisation outside of formal social events. These communities will often naturally emerge if you step back and create the space for them to develop and flourish.
Long hours in the office are no longer the hallmark of a passionate, engaged employee. True engagement means meaningful, thoughtful work is being done. Often, allowing flexibility in the work week can be a way to achieve more productive output. Create a flexible work culture that encourages productive, focused work: not meaningless busy work. From flex time to remote work, sabbaticals and secondments, flexibility can keep your employees engaged and challenged.
Google famously introduced the 20 percent program, where employees can spend 20 percent of their time at work doing whatever they like. Studies have shown that employees with the most productivity are able to take effective breaks. In fact, statistics prove that the optimal work-to-break ratio is 52 minutes to 17 minutes.
We spend a large part of our lives at work whether we like it or not so it makes sense to incorporate the interests we pursue in our spare time into our daily roles, where possible. HR professionals can take the concept of work-life balance a step further by encouraging employees to apply their personal interest to their day to day roles.
People leaders need to establish a clear set of values if they are to attract a younger generation of workers which ranks ethics above promotion prospects when looking for new companies to work at.
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This idea can be used among team members who have high levels of respect and trust and are open to discussing their anxieties with each other. Facilitate book club discussions. Book clubs are another way people of all ages enjoy reading. An estimated five million Americans belong to a book club, and even more belong to online reading groups, with some sites boasting 40 million members. The discussions, questions, and learning tasks you facilitate can help students understand the power of their own voice and how evidence from reading can further strengthen that voice.
Ask for long-term commitments. Students who make long-term commitments are often more successful. Challenge students to read five more minutes a day for a month. Read one more newspaper or magazine article per week for a quarter or semester. The impact these small changes have can sometimes be enormous, providing motivation for students to continue them.
Reading habits will be built through repetition and familiarity that become their own motivation. Connect reading with college and career goals.
5 tactics of buy-in that will boost meeting participation
There are many different types of student effort. One type, however—commitment—has a stronger relationship with achievement than the others. Involve family and community. This is true of all age groups, from six-year-olds just entering first grade to year-olds preparing to graduate high school. Write a newsletter, share insights about the importance of reading, and encourage family reading. Here are more great ideas for involving families from fellow educators.
We hope these tips help you get all your students on the path to reading success in school and in life. What kids are reading: And how they grow. Wisconsin Rapids, WI: Author. Journal of Educational Psychology, 89 3 , What brain research can tell us about reading instruction. Learning Difficulties Australia Bulletin, 38 1 , Reading Research Quarterly, 36 4 , Global audiobook trends and statistics for Good e-Reader. Jstor Daily. Unlocking student talent: The new science of developing expertise.
School structural characteristics, student effort, peer associations, and parental involvement: The influence of school- and individual-level factors on academic achievement. Education and Urban Society, 2 , The Lexile career database. Return to main blog. Spark a passion for reading: 15 ways to motivate daily reading practice. Get the guide now. Related posts. You are trying to make the change permanent. We want to be good at something—but it needs to be something we find just hard enough. We want to be free and dislike being controlled.
When people have some freedom—even within certain non-negotiable boundaries—they are more likely to thrive. As social animals, we want to feel connected to other people. As people get close to their goal, creating backup plans starts to demotivate them. Think about positive aspects of the self to boost confidence. Positive distraction. Think back to nice memories from the problem. Think about the self with kindness and compassion, seeing the period of low self-confidence in context, without evaluating or judging it. Can I accept a poor outcome for what it is rather than trying to rationalize it away?