The Best Employee Engagement Exercises To Consider

Employee engagement exercises

Practicing some cool employee engagement exercises is a requisite for the existence of every organization. The talks of employee engagement and job satisfaction are everywhere in the business towns due to the growth rate they offer to the organizations. If a company does not make its employees happy, its competitors consequently win its employees. Therefore, losing the human resource should never be an option for a good company. This renders the need of some effective engagement exercises for employees in place.

Multiplying  job engagement in employees

The organization-employee relationship begins the day organization hires the employee. So, the organization takes initiative of implementing the employee engagement exercises when it welcomes the new hire prior to his formal joining. Here begins the game. The warmer the welcome, the stronger is the first knot of this association. Winning your employee at this stage is easiest and most significant. Later, as he works with you, assure that you maintain opulent employee engagement and job satisfaction levels.

Job engagement goes beyond employee satisfaction. Job satisfaction measures how pleased is your employee working with you whereas, employee job engagement refers to the fact that he is so contented and pleased that he wants to stay with your organization for long-term. So, starting from a short-term job satisfaction, go for a long-term employee engagement because that decides for how long he is going to be productive for you. More job engagement leads to more employee retention. So, the most challenging target for an organization is to retain its employees by keeping them satisfied. If they stay with you for long time, it means you are ahead of other employers in competition.

Best employee engagement exercises

Here are a few employee engagement exercises which prove to be the best source of employee retention too.

1) Plan a warm on-boarding

Among the top employee engagement exercises, first comes the on-boarding. A warm welcome to new hires shows you care for them. On-boarding concept goes beyond the routine orientation process. Introduce him to the organization’s mission, vision, goals and strategies, culture and his job responsibilities. Clearly communicate the expectations of the company and ask about his expectations too. Involve him in mapping his goals and strategies.

As a part of potent job engagement exercises, the on-boarding program continues for one year. Researches suggest that an employee usually takes minimum 90 days to get accustomed to the culture, job roles and begin working on his goals’ achievement. Make sure you meet him at least once a week to discuss his progress. So, an effective on-boarding process results in enhanced employee motivation, employee engagement and job satisfaction.

job engagement archery

2) Offer autonomy

The second among employee engagement exercises is the freedom you extend to your employees. Giving your employee the right freedom to take decisions at his job is crucial to developing job engagement. A new hire requires close monitoring and mentoring. However, as time passes, it is the best approach to gradually lift off every-step guidance cap and let him work with autonomy. In this way, he will enjoy the space offered to him, with a good relationship built with his manager over time. Autonomy holds that he still reports to you and you are the authority, but he has the right amount of liberty at job.

Offering autonomy is a wonderful way to motivate employees because it makes them breathe with confidence at workplace. This is nowadays one of the most influential among good staff engagement exercises.

3) Set smart compensation

While developing your compensation plans, conduct a thorough market research on what other organizations are paying for the same job. Compensate your workforce with a smart approach, keeping in mind that it is the primary reason people quit working with you. Competitors use this tool to attract your workforce so make sure this compensation package includes the right amount of all ingredients to retain and engage the employees. Focusing on this aspect will enhance employee’s job engagement as he will intend to grow and stay with the organization.

4) Address growth needs

Address the growth needs of employee by assessing the areas of improvement. Conduct trainings, offer development in areas of his interest and offer him rotations. Make every effort to inculcate enrichment in his job. This makes work not only exciting for him, but he will savor every moment staying with your organization.

job engagement-employee growth

5) Set SMART goals

Goal setting with employee involvement is one of the recommended contemporary engagement exercises in successful organizations. This strategy is accompanied by the consideration of the nature of goals i.e. they should be SMART; specific, measurable, achievable, realistic and time-bound goals. If the manager and the employee mutually agree upon the goals, the employee will own his work more and therefore, put in more efforts to achieve his goals. This will lead to increase in employee engagement and job satisfaction.

6) Fringe benefits stand alone

Even though fringe benefits are a part of total compensation plan, their significance makes them stand separately. These benefits may range from a thriving work environment to a satisfied personal life. Offering numerous workplace, medical, family, conveyance, bills or entertainment benefits give your employee the freedom from worries, so he concentrates more on his job.

Some of the benefits can be tailored to the specific needs of groups. For example, due to an increase in the female workforce globally, organizations are setting up kids’ day care centers as part of employee engagement exercises. This not only facilitates working mothers, but the company also gets rid of stressed human capital hence, increasing its job engagement.

7) Create a thriving culture

A thriving work environment for employee growth is imperative. Researches show that most of the competent employees who worked well in their previous organizations were unable to perform well at their new jobs.  This was because of the difference in cultures and organizational values. A culture with respect, integrity and tolerance sown in it proves to be a source of more employee satisfaction and retention. All the conditions need to be suitable for hitting the target of employee retention.

Employee retention is an end-product of all these employee engagement exercises. If followed well, an organization never fails to retain its competent employees. Ultimately, these competencies contribute to achievement of organizational goals so if today you serve well, tomorrow you will be served well too and with a good market reputation, you will eventually become the employer of choice.

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