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4 Ways to Create a Culture of Engagement
Employee Engagement can be defined as the relationship between an organization and its employees. Sounds like a simple concept that should be second-nature to employees right? On the contrary, creating employee engagement amongst colleagues can be a difficult but necessary feat for company culture. And it goes without saying, the higher the engagement, the better the relationship an employee has with their employer.
We could go on and on about the benefits of employee engagement: decreased healthcare costs, retaining top-talent, higher levels of productivity, etc. The articles and case studies about why employers should care are endless. However, we’re here to tell you four ways to create a culture of engagement with the HR tools already at your disposal.
1. Start From The Beginning
To have an engaged workforce, you must generate that type of culture from day one. However, trying to get employees to be active and involved with the company without a plan in place may not be the most direct path to success. Instead, managers need to create an engagement program encompassing the lifecycle of their employees.
This doesn’t have to be a complicated program or process. Something as simple as posting “Great job on your first week!” on your internal company newsfeed can encourage others to support their colleagues. This keeps engagement relevant all the time, not something that is forgotten after a quarterly training. Keeping the lines of communication open and establishing that concept at the start of employment will help engagement levels rise within your workforce.
2. Survey Your Employees
“…the information available in a core HR system can help your HR team identify your organization’s natural first step in improving retention.”
One very useful and insightful feature of HR technology allows for real-time recognition and feedback (ranked as the strongest engagement opportunity in 2017) for employers and employees. Instead of the old-fashioned paper survey, create an online survey that allows employees to provide feedback instantly. Incorporating one on one meetings with your employees can also draw employee feedback quickly so the organization can create and implement necessary changes immediately.
3. Keep The “Human” Aspect of HR
Automation in HR technology is a double-edged sword: it can be a great tool to overcome obstacles, but if you’re not careful you could end up falling on it by accident. Providing too much automation and information can overwhelm employees, causing cognitive overload. Your employees are already using a lot of technology, so be conscious of the usability of the platforms you’re introducing.
Also keep in mind that automation in HR technology shouldn’t eliminate human interaction with your employees. The technology should help streamline tedious daily tasks for HR professionals, freeing up their time to focus on creating relationships with employees. HR technology should support the HR department, not replace it.
4. Employee Advocacy
Employee Advocacy programs are a fun and effective way to drive employee empowerment in the company. An Employee Advocacy program gaining popularity is employees promoting their company through social media. This can include employees posting about volunteer work outings, their favorite company product, celebrating their favorite National Holiday at work, (National Avocado Day anyone?) and company hashtags.
Encouraging employees to participate in these types of programs shows them they are trusted brand advocates and helps workers gain valuable company knowledge. Be careful to not make these programs mandatory as it could turn into another task on the to-do list and decrease the authenticity of employee advocacy posts.
Businesses can no longer expect employee loyalty, they need to earn it. Organizations must implement employee engagement strategies to keep their employees happy and dialed into the company culture. Whether your organization integrates quarterly surveys or a #companyhashtag, be sure to look over the HR tools already at your disposal.
How aps can help
APS has a mission: to make payroll and HR easier. We provide our clients and partners with intuitive technology delivered with personalized service and support. Our unified solution is designed to simplify workforce management tasks. Process payroll in hours, not days. Automate HR workflows to be more strategic. Elevate the employee lifecycle with a single-system platform. We are APS, your workforce partner.
Businesses choose APS as their workforce partner because of our focus on the customer experience. As a result, we continually maintain 98% customer retention and satisfaction rates.
For more information on how we can help make payroll and HR easier for your business, please visit www.apspayroll.com or call 855-495-7921
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