Fostering a Highly Engaged Workplace

Employee Engagement 101: Fostering a Highly Engaged Workplace

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Over a lifetime, the average person will spend approximately 90,000 hours at work. That time can be fun and rewarding, challenging, boring or just plain miserable. A few years back, one of my colleagues introduced me to this infographic, Maslow’s Hierarchy of Needs Applied to Employee Engagement. What was riveting to me was that less than 15% of employees in organizations are at the highest level of engagement.

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In kicking off our all company meeting last week and sharing what I was thankful for, I stated: “Every employee that works in our organization is at the highly engaged or engaged level of the pyramid.”

How do we create cultures that foster highly engaged employees?

How do we balance fun and enjoyment at work with productivity? What are things that we can do to foster employee engagement within our own organizations or daily lives? Here are four tools that have helped us succeed:

  1. Slack
    Earlier this year, our COO recommended Slack as a communication tool. As our offices grow and we add people, it is even more important to feel close in contact to coworkers. By implementing this new communication channel, we have greatly improved misunderstandings and unclogged everyone’s email. We have also improved sharing of compliments, exchanging documents/examples/articles/motivation and discussion groups for specific client-related work.
  2. Shared Responsibility
    Every aspect of leadership in our organization is shared. By having individuals participate in leadership roles, they feel an ownership and more meaningful contribution to the organization. Converge employees volunteer to lead our weekly All Company Meeting and brainstorms on product innovation. They coordinate our United Way Fundraiser and regular volunteer hours. Every member of our organization provides ideas on how we can improve every service and customer touch point.
  3. StrengthsFinder
    Prior to being hired, each employee at Converge takes the StrengthsFinder. Not only is this tool beneficial to co-workers in better understanding that employee but it is a hug tool to coach, motivate and learn about that person. It helps with understanding of where that team member might be able to contribute more and need more coaching.
  4. Customer Service Training
    Converge employees engage in customer service training. Not only does this training help with client engagement, but it also is an incredibly important part of our internal communication. The principles of exceptional customer service go beyond solving problems with clients and into better communication and responsiveness—both internally and externally.

As we move into the holiday season, I couldn’t be more thankful for a team of highly engaged associates who work with our clients. Have a great idea to share? Shoot me a note at ann@convergeconsulting.org

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Ann Oleson
Ann Oleson
December 2, 2016