Volunteering: a fulfilling strategy for employee engagement

Employee engagement is ever-increasingly important in the postmodern technologically-influenced workplace. Yet, the evidence suggest that overwhelmingly, employees are not engaged in their roles. The reasons for this are multifactorial, but one example is lack of greater connection to the world around them. Ideally, a role can be productive in a way that enables an employee to feel they are serving a greater good, that their work be useful to greater society.

Mostly this is true in many industries, but it is not especially obvious in some cases. Sometimes, an employee can become trapped in the everyday monotony of the workplace and finds themself only working to collect a paycheck. If the reasons why the workplace is effective in greater society are not immediately evident, a great strategy is to engage your team in volunteering. This is supported by a 2011 Deloitte Volunteer IMPACT survey which found that adult employees aged 21-35 who are frequently involved in workplace volunteer activities are nearly twice as likely to very satisfied with the progression of their career. Additionally, volunteer programs improve the corporate responsibility impact of your company, which in turn, improves its brand and favorability in the eyes of clients.

Improved Productivity

Volunteering as a workplace works becauses employees strengthen their commitment to work together towards a common goal. This improves productivity because each individual worker is steered towards the sense of being part of something bigger, and inspiration to do their part in order to not let the team down. The reward in terms of employee engagement and productivity can be reaped almost immediately.

Social networking

The impact of volunteering on social networks is immediately discernible. Not only will teammates social connections be improved towards one another, but they will meet other like-minded individuals from the community to socialise with, in turn, improve their broader social capital. This will not only benefit them in the short term to improve their wellbeing and reduce isolation, but this integration between your workers and the broader community with the visibility of them taking part in a volunteering role will improve the brand of your company.

The Sweet Spot

Too much investment in volunteering can be a negative, however. When volunteering commitments are too time consuming, individuals can be burdened and irritable with the politics involved. The “sweet spot” is for employees to be involved in 2 – 10 hours of volunteering weekly. Volunteering Australia stated that an hour of volunteering was worth $27.45 in 2010, and therefore, you can boast $527,040 per annum if you have 50 employees donating 8 hours a week of their time.

Case Study: Orange Sky

This is an organisation which provides mobile vans for homeless persons to shower or to wash their clothes, a simple luxury most of us take for granted. The time commitment is on a once-weekly basis, and the volunteering is rich with fulfillment and human connection. Homeless persons often have interesting stories to tell and your employees will benefit greatly from the social connection. So get your company involved and enjoy the fun and the benefits to the bottom line!

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

How to engage employees in traditionally unpleasant roles

Recently I met with someone who works in waste management at their local council,  and upon chatting to them about their work, I found they were incredibly engaged and motivated to do a great job.
Traditionally we have seen working with waste as an unpleasant role. Garbage truck drivers are often portrayed as the lowest rung in society. In addition to this, working in a local council can be fraught with bureaucracy, bringing endless frustration to its employees.
Waste management isn’t sexy, and would seem unpleasant. Though my interviewee is not a garbage-truck driver,  and he absolutely loves his job. I asked him about the reasons why his workplace was such a rewarding and fulfilling environment, and he shared an interesting perspective of how management can make even the least palatable-sounding of jobs enjoyable.

Here’s how to engage employees who are in traditionally unpleasant roles:

Support from management

A strong willingness to support employees by management was one of the first factors described by my interviewee. He stated that this was clear early on in his role, that during learning the ropes he was very comfortable with the level of support provided by management.
He also suggested that he didn’t feel pressure to take on new responsibilities before he was ready, being able to step up to answering calls on his own terms. In addition, open lines of communication have continued to help him feel supported in his role, and he feels his career development is well supported by training programs and certificates.

Team environment

The team environment in his workplace is solid, with the workload shared between members. Roles and values are clear, to ensure no one is confused about their responsibilities. And there is a great sense of camaraderie, with everyone working toward a common goal.

A culture of acknowledgement

There is also a strong culture of employee acknowledgement. Management makes the effort to set aside time to acknowledge the work of the team and will acknowledge individual efforts as well, though not publicly. Colleagues will acknowledge the efforts of co-workers also, but this is more informal that a structures part of the company culture.

Autonomy

Some flexibility exists in terms on when and what tasks are performed by employees, which my interviewee described as a motivating factor at work. He stated that this motivation increases efficiency and speed of achievement of tasks. Additionally, management is clever in that when tasks are assigned, this is done with employee strengths in mind. My interviewee described being good at meeting and greeting, so many of these roles in the public eye are assigned to him.

Greater meaning of the employee’s role

Finally, my interviewee feels his role plays a broader context in society. Particularly in this pre-climate change world, he is proud of the work he does towards protecting the environment and sustainability. The sense of meaning and fulfilment is what employees often need for a greater sense of engagement and passion for his role.

Overall, this is a great snapshot of how management can effectively support the roles of their employees to improve their motivation and engagement. The only thing that appears to be missing to be is a public acknowledgement platform that employees can use to congratulate each other on their good work, as public acknowledgement has been shown to be more effective.

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

 

The “Glassdoor” Phenomenon: How to put your company culture in the best light

In contemporary society, decisions are simply not made without visiting a review site. From Yelp to Trivago to iSelect, there is an app or a website to help you make any decision you might possibly want to make. This has now extended into the job search market, with the review website glassdoor.com becoming quite a force to reckon with. This billion dollar company not only gives an anonymous platform for employees to review the salaries they make at certain companies, it also gives opportunities for review of the work environment including culture, favorability towards the CEO and professional development options. This platform not only speak to the need for transparency by employers,  it also highlights the importance of investment in culture rather than just providing the bare minimum in terms of employee benefits. Love it or hate it, this style of review website is here to stay, so it is wiser to get ahead of the curve and invest in culture for a great review, rather than ignoring it or becoming frustrated about it’s presence.

 

“Glassdoor” angst

Glassdoor.com is now rating higher for internet traffic than any career site, including those who actually offer jobs. For many employers this spells disaster, as transparency is something  that makes them incredibly uncomfortable. The aspect which allows a stranger to rate a CEO publicly is particularly stressful for those in these positions of power. But having access to this kind of information, i.e. what people say about you behind your back could really help you to understand your brand and actually improve this based on real time advice.

 

What has glassdoor.com taught us?

Essentially, through this website we have found that culture is key. Those companies to rate highly overall overwhelmingly also rate highly in terms of culture according to the website. Even factors such as location and cost of living are not such highly impacting factors as company culture when considering motivation of potential employees to choose one company over another. Feedback received by the website from employees finding their dream job using this service shows that this kind of transparency about culture actually enhances the ability of employers to find the “right fit” for their company. Having a strong culture and Company values will help your future employees to self-select themselves for appropriateness of the role. Reducing “bad fit” of employees can be extremely powerful, as it inevitably reduces employee turnover, which if high, can be exorbitantly expensive in terms of cost of hiring and training.

 

So what can you do?

The important thing to do is to address the root cause of any problems. Human resources should not be seen as an entity simply to do the hiring and firing. HR Professionals are worth their weight in gold, if they can effectively mobilize social media and respond tactfully to bad reviews. Whatever you do, don’t fake good reviews. Target groups of employees have responded to these fake reviews stating that they are obvious and do not make them more likely to choose one job over another.  In fact they make it more likely for them to steer away from this company, as the fake reviews damage the trust that employees feel they can have for this organisation.

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

How to Encourage Employee Pride in every small action: Lessons from Japanese soccer fans

You may have heard about the recent courteous behaviour of a Japanese fans of the World Cup in soccer. After their record win against Colombia in Russia, a feat not previously achieved by an Asian team against any of the teams in the soccer mad South American Nations, fans not only celebrated the win, but stayed behind afterwards to clean up the stadium. Their Culture of Pride has been contagious recently also, with the fans of the Senegal team recently also cleaning up the stadium when they defeated Poland. This level of pride in every small action is seldom seen, but it represents an inspirational attitude.

Translating this into the workplace

Imagine if your employees were this proud of their actions. If they represented your company at each conference and training session with as much pride in every action they made, not only would their engagement in their work be dramatically increased,  but the reputation of your company would be superlative, amongst competitors and clients alike.

But this change is possible. It is possible for the employees of your company to take great pride in each and every small action they make.

Is it easy to create a culture of pride in your workplace by following the five step PRIDE model (1):

P: Create a positive working environment

R: Recognise, reinforce and reward individual efforts

I: Involve and engage everyone

D: Develop the potential of your workforce

E: Evaluate and hold managers accountable

 

Positive working environment:

The positivity of your workplace environment starts with you. when communicating with employees it is  imperative to use positive language. Don’t criticize, use constructive feedback. Have an open-door policy to keep the lines of communication open and the rapport effective

A culture of recognition:

This is the backbone of company Pride. Ensure you reward your employees for their efforts in public so that they are acknowledged by their coworkers for their good work as well as just you.

Involvement and engagement:

Discuss the possibility of company actions with all of your employees by holding an open meeting for everyone to brainstorm ideas.  For example, Sony’s Corporate research department hosts an annual “Ideas Expedition”, when scientists and engineers display and demonstrate  new products that they are working on to all of Sony’s employees. This creates a culture of innovation throughout all levels of the organisation.

Professional development and learning:

The benefits of training your employees and helping them to develop their careers are well established. The most cost effective way of doing this is to hold mentor programs, which benefit not only the mentee but frequently help the mentors learn as well (2).

Evaluate your management:

Metrics can help with this: in measuring the rate of employee turnover and comparing departments you can figure out which managers are struggling to support their employees. Don’t use a punitive  approach here, reward good managers and help the poorly performing manages to improve the performance through constructive criticism and training.

Following these simple steps you can create a strong culture of pride in your in workplace that can rival any Japanese soccer fan. You will not have to wait long to reap the benefits of increased employee engagement, greater client interest and reputation amongst competitors.

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

  1. Smith G. Creating pride: what great managers do to improve retention [Internet]. 2013 [cited 2018 June 25]. Available from: https://www.businessknowhow.com/manage/pride.htm
  2. Gordon SP, Maxey S. How to help beginning teachers succeed. Adolescence. 2000;35(140):818.

Employee engagement everyday: how to encourage daily self-motivation

There is increasing evidence that employee engagement is vitally important in ensuring the productivity of the workplace.

Yet surveys repeatedly find that the vast majority of workers are either somewhat or actively disengaged, therefore, it is critical to invest in employee engagement. While investments in long term strategies for employee engagement are extraordinarily useful, there are simple techniques that can be employed in the day-to-day which can help employees to self-regulate their own engagement in their daily tasks.

Through taking a “bottom-up” approach, influencing the individual employee in terms of what resources they have available to self-engage on a daily basis, employee engagement can be readily achieved in a cost-effective manner.  

Self-management behaviours

A body of research identifies self-management behaviours as those that help an employee to self-facilitate motivation and structure the workplace environment. (1) The following are recognised forms of self-management behaviours:

  • Self- observation: awareness of work behaviours which may lead to reflection and improvement
  • Self- goal setting: effective when goals are specific, achievable, and measurable.
  • Self-cueing:  writing down list of tasks which need to be achieved, helping employees to reorient to the task at hand
  • Self reward: Reinforcing achievements with desirable traits
  • and self-punishment:  tough self-talk when performance is less than desired.

Together these self-management behaviours will help to reinforce positive work traits, whilst  discouraging lack of drive and commitment, ensuring an overall balance of successful performance.

Workplace autonomy

However, employees are not able to engage in self-management behaviours if they’re not provided with the autonomy to do so. Therefore stepping back, providing less  external control, can enable an employees to engage new self-management behaviours in order to feel more competent at work.

Job resources

Additionally, evidence shows that effective job resources are needed for employees to engage in this self regulation. (1) These include decision latitude (the ability to decide when and how to do tasks that contribute to the workplace),  social support, performance feedback and regular opportunities to use their skills. For example, it has been shown that flight attendants were more engaged on days when they received more social support, and that fast food operators at a restaurant performed better on days when they received more opportunities to act autonomously and coaching to develop their skills. (2) Furthermore, it has been shown that self-management techniques improve not only in the short term during the days in which  actions to improve resources were utilised, self regulation behaviours were also increased in the weeks following. (1)

Finally, to promote self-management behaviours, as aforementioned, a manager should enable employees to have the autonomy in the workplace in order to put these strategies into place. To make the message super clear, hold a self-management workshop to inform and role-play these behaviours in a simulated environment. Then, ensure that you provide the resources your employees need to practice these behaviours, including regular constructive feedback, and opportunities to use their varied skills. Finally, keep it fun, and make sure that employees do not perceive these behaviours as a chore or a withdrawal of support by management. Ensure an open-door policy with all employees, so that they can feel free to discuss any issues at any time to keep the sense of support well-established.

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

  1. Breevaart K, Bakker AB, Demerouti E. Daily self-management and employee work engagement. J Vocat Behav. 2014;84:31-8.
  2. Xanthopolou D, Bakker AB, Demerouti E, Schaufeli WB. Reciprocal relationships between job resources, personal resources and work engagement. J Vocat Behav. 2009;74:235-44.

Investing in Professional Development for Greater Employee Engagement

In the modern workplace, providing an employee with effective remuneration for their time is simply not enough. The current competition for any given industry will have strong company culture, engagement strategies in place, a sense of social cohesion between coworkers, and opportunities for learning and professional development.
Training employees is a costly venture, especially new recruits who have so much to learn. However, for the following benefits listed below, the investment in the cost is infinitely worthwhile.

Continual learning

Spreading knowledge should be your goal as a workplace manager, and you should be encouraging employees to learn as much as they can. Evidence has shown that by providing an effective learning environment, you not only benefit your employees, the company’s effectiveness will also improve (1).

Each employee trained is also a node of information for other employees in the company. It is likely that an employee who recently returned from training will share the information gained with their coworkers. This will mean that training one employee is a very cost effective exercise, as it leads to the surreptitious training of your other employees as well.

Employees want to learn

One of the pillars of job satisfaction is that employees are confident they can perform the role they are in well. It follows then, that training an employee to perform their role effectively will also improve their overall happiness and engagement, and they are likely to stay in their roles longer. This will reduce costs in hiring, onboarding and training of new recruits.

A simple cost effective strategy to train new employees is by utilising a mentor program. Research shows that mentors benefit as much from mentoring programs as do mentees, so this is a two-for-one deal (2).

Attracting the right candidates

These days, reputation is on the radar of job seekers, and learning and development programs feed directly into a company’s reputation. The job seekers who know the company values, who can extend their careers and professional development with your company and who see themselves as the right fit for you, will seek out your company if the company values are clear. Attracting the right candidates is extremely important, as it avoids hiring someone who isn’t the right fit for the company who will leave quickly when they realise. The costs of this are obviously exorbitant, and therefore the benefits of attracting the right candidates in the first place are clear.

Developing future leaders

It is important to realise that these new recruits represent the future of your company, and therefore they should learn as much about the company as possible. Therefore, the use of training programs such as mentorship, cross-training and management training can be helpful in succession planning. You will provide them will information on how to balance the needs of the organisation with those of the clients, making them better decision-makers for a thriving company.

Hence, it is clear the value of training and development programs in investing in your new employees. Not only will they be more engaged, more productive workers, they will be working towards becoming effective decision-makers as the future of the company.

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

  1. Tannenbaum SI. Enhancing Continuous Learning: Diagnostic Findings from Multiple Companies. Hum Resour Manage. 1997;36(4):437-52.
  2. Gordon SP, Maxey S. How to help beginning teachers succeed. Adolescence. 2000;35(140):818.

 

A guide to using humour in the workplace, using famous workplaces from Netflix Shows

All of us remember a particular job that we had which had a more relaxed attitude, jokes abounded and the camaraderie we felt helped us pass the hours just that bit more quickly. So popular, is the idea of humour at work, that any workplace depicted in television has a good dose of humor accompanying it.

Brooklyn Nine-Nine

For example, anyone who has seen the comedy Brooklyn Nine-Nine will know of the hilarious antics that take, place in the police station that the captain not only puts up with but also joins in with. However, if everyone isn’t in on the joke, the situation could be more damaging than it is helpful. This article seeks to explain how you can take of advantage of the productivity which comes with encouraging jokes in the workplace, without causing offence to some of your employees.

Having a good laugh in the workplace has been shown to benefit creativity and productivity in the workplace. Yet, some employers make the mistake of stifling humor, seeing it as a distraction from getting work done. This is definitely a mistake, as humour has been shown to increase productivity, rather than hampering it.

Similarly, the role of humour in the workplace is hardly ever taken seriously by researchers, yet the work that does focus on this area shows overwhelmingly positive effects (1). Humour generally has a hard time being taken seriously, only tragedies being considered truly great pieces of literature. However, if you want a seriously great film, I recommend the hilarious dark comedy “the Seven Psychopaths” starring Colin Farrell. Don’t make the same mistake of these researchers and literature critics, encourage humour in your workplace to benefit productivity today!

The Office

While humour can have all of these great benefits in the workplace, it can go awry quickly. Poor jokes, especially sexist, homophobic or racist jokes can only serve to alienate certain members of the staff.

One need look no further for an example than the seriously awkward situation on “The Office”, when in the process of making a point about racial discrimination, the manager, Michael Scott gives the role of “Black” to Stanley (who is a black man). To combat this, understand that styles of humour can be broken down into:

  • affiliative humour (when you laugh with others)
  • aggressive humour (jokes that are made at the expense of others)  
  • self-enhancing humour (in which one attempts to cheer oneself up)
  • self-defeating humour (in which one uses, or allows others to use negative humour at their expense)

Employees can be educated on these four types of humour styles to understand that affiliative humour and self-enhancing humour are the most acceptable forms. Additionally, ensuring that work behaviour and anti-harassment policies are up-to-date and communicated to employees can be helpful. Once these steps are in place, feel free to encourage as much humour as possible, to the benefit of both your employees, and the bottom line.

WooBoard is a peer to peer recognition platform where your employees can send public messages of thanks and appreciation to their colleagues. Sign up for your free 14-Day Trial of WooBoard today.

  1. Holmes J, Marra M. Having a laugh at work: how humour contributes to workplace culture. J Pragmat. 2002;34(12):1683-1710.