HRO Today July/August 2015 - 55

Workforce Insight
Sixty-two percent of survey
respondents reported
having easy access to
information about corporate
initiatives, which led to
higher engagement scores.
2. Transparency. Awareness, access to information,
and transparency all play a large role in employee
engagement. After all, if your employees don't know
about the programs and corporate policies available to
benefit and engage them, how can they be expected to
take part?
When creating employee engagement initiatives, make
sure to think about how to best communicate the
program's structure and benefits to employees. Visibility
into a company's goals and an understanding of the
influence they have on the business help employees
identify their role and impact. Aligning the results of
employee efforts to company goals-pounds of waste
saved, gallons of fuel conserved-will create a sense of
empowerment.
By encouraging all employees-and not just those
already interested in sustainability, well-being, or social
responsibility-to participate, the broader workforce may
have an interest in taking part in company initiatives.
An official and well-communicated engagement policy
adds a layer of transparency between management
and employees, and as a result, leads to higher rates of
engagement. Sixty-two percent of survey respondents
reported having easy access to information about
corporate initiatives, which led to higher engagement
scores.
3. Choice and collaboration. There is no cookie-cutter
approach to engagement that works for every company.
Each workplace environment is different. Each company
has different corporate and financial goals, which require
specific tactics and methods to meet their needs. A
tailored approach to employee engagement should trickle
down to each and every individual employee. Empower
employees by offering them a choice as their interests
and priorities may range across a span of engagement
programs, from well-being to corporate sustainability and
volunteering to social responsibility. Let your employees
decide how they can make a difference. When employees
have more choices, they are more likely to get involved.
The survey found that 62 percent of employees expressed
interest in learning more about the efforts of their
co-workers and organization. This prevalent need to
share via social networks such as Facebook, Twitter, and
Instagram in personal lives is driving engagement in the
workplace to follow the same trajectory. This trend is
even more pronounced in younger generations, with 71
percent of survey respondents under the age of 30 having
expressed an interest in the efforts of their colleagues.
The desire to know what everyone is up to can be put
to good use when designing an employee engagement
program. Incorporating elements of collaboration across
company activities strongly correlates to engagement:
52 percent of employees who had a method for
collaboration were very engaged, and an additional 39
percent reported being somewhat engaged.
Employers should feel comfortable investing in
engagement programs, as the desire from employees
is there with 59 percent of survey respondents wanting
to see their employer change their stance on employee
engagement. Of those, 57 percent wanted to see their
workplace do more in regards to employee engagement.
Despite the challenges from an organizational standpoint,
corporate engagement programs have been found
to motivate employees to work more efficiently and
effectively while also combating declining retention and
lost productivity. Each employee engagement program
is different, but the most successful organizations are
able to bridge the engagement gap by leveraging
their employee programs to create a more motivated,
productive, and fulfilled workforce that drives positive
business and social impact.
Susan Hunt Stevens is the co-founder and CEO of WeSpire.
JULY/AUGUST 2015
| www.hrotoday.com
[55]
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HRO Today July/August 2015

Table of Contents for the Digital Edition of HRO Today July/August 2015

HRO Today July/August 2015 - 1
HRO Today July/August 2015 - 2
HRO Today July/August 2015 - 3
HRO Today July/August 2015 - 4
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