Inexpensive Ways To Improve Employee Happiness and Engagement

17 Dec

There are many roadblocks on the path to employee engagement that never fail to impede most HR personnel the first time around. As the process is refined, though, there is also the risk of staff members becoming complacent. Assuming that existing systems work now because they did in the past and failure to review these processes could be just as vital a mistake as not upgrading HRMS utilities.

With changes in technology come differences in how people work, but inherently they as individuals remain the same. It is important to use devices, alternatives in working situations and other advantages that have come to light in the human resources field to encourage more fun in the workplace while still cutting costs. There are a number of applicable solutions for businesses willing and interested in employing them.

Bring-Your-Own-Device and Work From Home

Remote working has become a major draw for corporations that both want to save money and are interested in raising employee engagement. One of the leading reasons why this strategy works so well is because consumers already own the tablets and smartphones they prefer; meaning mobile devices are a ripe resource for companies that know how to use them.

Allowing bring-your-own-device (BYOD) programs can present some IT hiccups, but it also increases the amount of flexibility and productivity of each worker. Using these tools properly can turn them into learning centers, information resources and mobile workhorses, putting electronic filing capabilities into the hands of individuals so they can take care of tasks immediately instead of waiting to get back to a computer.

For companies that have the option, allowing people to work from home is also an appealing possibility. This creates a reduction in overall maintenance costs, lets the person spend less on commuting and eating out, and builds a sense of loyalty between the employee and the company. Such innovative tools may create a physical distance, but the closeness a person feels to their employer may actually increase because of it.

Recognize and Elevate

Paying people more to do a good job does not promote the same sense of value or employee engagement that other methods might. It also does nothing to save the company money, either in payroll or increased output.

Creating programs that focus on recognizing excellence and linking it to performance have a much greater impact. Top businesses strive to build employee loyalty by encouraging feedback from them as well as customers, thereby understanding worker culture and its connection to the corporate equivalent, while simultaneously gauging how well these ideals are being communicated to consumers. In the end, many companies see drastic increases in employee engagement, customer satisfaction and overall strength of corporate identity thanks to the consideration and recognition it gives its workers in exchange for superior customer service.

It is important to understand that more than just formal recognition needs to be delivered. Having an ad hoc way of bringing top achievements to light can be more endearing through its spontaneity, and since this method does not incur any additional costs, it is as financially-friendly for businesses as it gets. An informal solution can be as simple as rewarding employees who have finished their daily assignments with an early leave, or extra remote working time for workers that are far ahead of schedule. Such incentives encourage more productivity while promoting the idea that, the better job a person does, the more rewards they can hope to receive.

Actually Having Fun

A lot of businesses say, “We want to be a place where our people enjoy coming to work and have fun doing their jobs.” But what are they actually doing to make that a reality? If there is no plan in place to realize this ambition, it will never happen.

Leading innovators like Google encourage employees to play games, relax and get tasks done in an environment that is as much work as it is fun. When a company says it wants its people to have fun but provides no outlet for this to happen, chances are it never will.

“Anything that gets people out of their usual headspace and routine can help,” said Ryan Tate, author and HR expert. His book, ‘The 20% Doctrine: How Tinkering, Goofing Off and Breaking Rules at Work Drive Success in Business,’ coaches managers and HR personnel to allow one-fifth of their daily routine to be free-form. In other words, split up work so that every day has some playtime. Assigned duties will still get done, but the output will be of far higher quality, and employees will actually have fun at work.

What ways does your company promote fun at work?

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