5 crowdsourced tips from the employee engagement community.

One of the great things about the employee engagement movement is the passion and dedication its members have to spreading knowledge.

On Wednesday April 8, we ran a Twitter chat around the hashtag #GetEngaged and asked a pool of engagement experts five questions around making engagement work.

Participants included real-world practitioners as well as judges and speakers from our Employee Engagement Awards and Conference taking place on June 17 in New York.

These are the five most pertinent tips that cameout of the hour-long chat in which we saw 1000+ tweets on the #GetEngaged hashtag.

Employee engagement must be underpinned by something more than individual initiatives.1

Employee-centric companies have purpose-driven cultures that focus, as a core part of the business, on developing, recognising and motivating staff.

They treat employees as the backbone and strength of the organization, rather than just numbers and figures.

Measuring engagement is about measuring business performance first and foremost.2

To understand the impact of engagement, companies must identify business metrics that they are aiming to impact through engagement, such as attrition or customer satisfaction.

Focusing exclusively on specific metrics of engagement, such as self-reported employee happiness, is not enough to entrench engagement throughout the business.

Wellbeing is a foundational stage, and an intrinsic part, of employee engagement.3

Emotional connection to the workplace requires an individual to have a positive sense of their own worth and wellbeing.

Wellbeing must be a key part of engagement programs to raise the level of physical and mental health, and educate staff on good practice.

Reward must be fair or engagement efforts will wither and die.4

Pay can be a hygiene factor - it doesn’t motivate employees but it demotivates them if they don’t perceive it as fair.

Perception of fairness is a foundational stage to engagement .

If employees feel they are not remunerated fairly their ability to emotionally connect with the workplace will be limited.

Sustainable, long-term engagement requires deep embedding and daily enablement.5

Engagement, like everything, is subject to the law of diminishing returns.

Two elements are essential tolong-term engagement:

Fully embedding it into the way the company does business, and

2 Living it in everyday actions so that it is blatantly obvious to everyone.

1

1. Employee engagement must be underpinned by something more than individual

initiatives.

2. Measuring engagement is about measuring business performance first and foremost.

3. Wellbeing is a foundational stage, and an intrinsic part, of employee engagement.

4. Reward must be fair or engagement efforts will wither and die.

5. Sustainable, long-term engagement requires deep embedding and daily enablement.

5 crowdsourced tips from theemployee engagement community.

#GetEngaged

Learn what it takes to go from talking about improving employee engagement to leading the market.

Throughout the day-long conference we’ll share the insights, strategies and tools from inspiring leaders and remarkable peers to help you realize the power of engaged employees, wherever you are in your journey.

The day is focused on helping you capture ideas, tactics and next actions for you to implement when you get back to the office.

The Employee Engagement Conference will culminate in the Employee Engagement Awards, where we put the spotlight on you!

At our rooftop awards drinks reception we’ll recognize those companies leading the way in employee engagement and will celebrate the people driving people-engaged organizations.

Learn more about the agenda and speakers at www.eeexcellence.com

Take the next step and #GetEngaged.Join your peers at the Employee Engagement Conference June 17, New York.