How to keep Employee Engagement levels high in your organization amidst COVID-19?
I always emphasize that “Engaged employees act as Brand Ambassador for the company. That too, without any endorsement charges!!”.
Keeping your human capital connected, committed and collaborative is extremely crucial for the sustainability and growth of your organization. It has become all the more important in challenging pandemic times as majority of employees are working within the firewalls of their home, face to face interactions have decimated and employees are in mental stress, agony, dismay and grief, courtesy unwelcome challenges thrown by COVID -19.
“Employee engagement is the emotional commitment the employee has to the organization and its goals — Kevin Kruse
As per an article in Harvard Business Review (HBR) by Sean Graber “In a Gallup survey, for instance, organizations whose employees reported high engagement had 25% to 65% less attrition than their peers (depending on whether they were traditionally low- or high-turnover organizations).”
So, what you should do as a manager, leader, head, partner, owner or CEO of your respective organization (no matter how small or big) to ensure higher levels of enthusiasm and dedication an employee feel towards his job?
Well, keep your basics right and follow one or more of these powerful inputs to further strengthen the human capital bond of your organization.
Keep the lines open!
“As a leader, you have to be authentic and constantly connecting with employees — Jeff Immelt
Communication is the key. Find and/or create opportunities to virtually connect with your people (including your indirect reports) one to one regularly without any hidden agenda. Be genuine in your discussions with them, try to understand and empathize with the problems they may be in and help them as much as you can within your resourceful periphery and if possible, go beyond and support them. Appreciate them for the work they are doing, encourage them to take time off to support their loved ones and firmly underscore that you and the entire organization is with them.
In general, since employees are anyways struggling to get their day jobs done in pandemic situations, reduce the duration of your formal meetings, for example, instead of setting up a call for 30 minutes, ask yourself, are 15 minutes sufficient? Even in the formal meeting, spend first couple of minutes on checking the well-being of your staff. Feel free to subtly share the pains which you are undergoing yourself on personal front. After all, leaders are also human beings and human beings are vulnerable! Believe me, your small gesture of sharing your own true story will go a long way in fostering the culture of openness and trust in your organization.
Create some creative bulletins which can go as a weekly/bi-weekly mailers covering aspects like key information and cascades, featuring people with skills (may not necessarily be job related) that they have acquired, knowledge and training sessions they have attended etc. and other interesting topics.
Involve family members!
“In every conceivable manner, the family is link to our past, bridge to our future — Alex Haley
While it may sound little off, it is in fact an excellent strategy to involve indirect stakeholders to increase the engagement levels of your employees. Invite family members of your employees to virtual events via video communication applications such as Zoom, Skype etc. and plan some activities dedicated towards engaging kids, parents and family members.
Think of doing a drawing competition for kids on some social cause theme or a quiz competition for better halves or a yoga session for parents or anything else. Another interesting idea could be to involve family members to plan some activities for your employees! You may also send a customized letter/email addressed to family members thanking them for the support they are giving to the employees. Family is the most important bond for oneself and positively engaging here can create wonders!
Virtual drinks break!
“When people are financially invested, they want a return. When people are emotionally invested, they want to contribute— Simon Sinek
When was the last time you had thrown a party to your employees? While it is not doable in these situations, you can still give a party albeit virtually. Fix a time, invite your colleagues online, drink together keeping a digital distance and settle bills via online payments app. It’s almost a universal truth that connections become stronger in an informal setup. Cheers!!
If a drinks party is not feasible, go ahead and have virtual coffee breaks with your colleagues and talk everything minus the work to rejuvenate your relationships. You may also think of having an event which I call Friday Fireworks where people gather online for say 45 min with their coffee mugs and share/do interesting things like poetry recitation, talking about their favorite television series, sharing about an interesting book that they have read etc.
So if you haven’t, plan your virtual break now!
Recognize and reward more often!
“Recognition is not a scarce resource. You can’t use it up or run out of it — Susan M. Heathfield
From a simple yet one of the most powerful word “Thank You” to appreciation mailers recognizing impact to digitally signed certificates to monetary awards, quiver of managers is generally full with myriad of recognition tools to strike the right chords. Your organization may come up with digital walls highlighting weekly/monthly/quarterly/annual achievements done by your employees. No feat is mean feat!
Increasing the usage of appreciation words in your daily mailers may create profound positive impact. Reinforce the faith in your employees regularly, remind them of their previous performances where they had excelled by citing examples, give them challenging tasks and associated mentorship. These all are forms of rewards and recognition.
Implement these simple yet powerful ideas and take the employee engagement levels in your organization to next levels!
Disclaimer: The views and opinions expressed in this article belongs solely to me and do not necessarily reflect the opinions of any entity whatsoever with which I have been, am now, or will be affiliated.
