Employee Engagement Model
How to Create a Campaign
for the workplace
An employee engagement model is a strategy or plan of action used by a company to engage with employees in order to retain staff and increase productivity.
There are many methods of engaging with employees. An employee engagement strategy is a process that needs to be planned carefully and consists of many smaller activities which form part of the overall plan.
Every step of any employee engagement model or program will involve careful planning; communication and usually several media may be employed to promote a culture of engagement within the company. A required element of any employee engagement model is an understanding of the short-term goals of the company as well as the long-term vision and any need for immediate behavior change as opposed to long-term strategies.
The employee engagement model begins with the vision of creating a culture within the organization and overall goals to achieve this. A disengaged worker will simply go through the motions, being less productive, and feeling powerless within the company.
How an employer benchmarks and measures employee engagement depends on his or her focus and vision and how they have structured their engagement model.
The typical employee engagement model will start with empowering the employee at some point in their career. At every point communication is the key. Effectively communicating a message, a warning or implementing a campaign to foster an image all depend on how well this message is communicated within the company.
An effective employee engagement model will often include some of the following elements:
- Effective two-way feedback
- Leadership initiatives
- Rewards and career development initiatives
Adequately communicating of the role of the employee in the
company's success. Get more information and ideas by clicking on the following links: types of communication, workplace communication methods and clever communication techniques.
Company community initiatives
These strategies can create a culture of engagement where an employee feels they have control, not only over company decisions but also over their own career, this makes them feel the company is more than a faceless entity.
Each strategy should be tailored to the situation of the company and the needs of the workplace.
Effective Feedback is lacking in many companies. Most employees have performance reviews or mentoring from management and employer concerns are usually effectively communicated to the employee. However feedback from the employee to leadership may well depend only on a single survey once a year. An employee website and online survey can help foster two-way communication.
Employee concerns do not remain static and their empowerment and engagement can be improved with the strategies to communicate upward in the company.
Leadership initiatives cover an entire array of strategies to foster a culture within the company of employee engagement but the goal is always to develop trust and communication with leadership. Communicating the goals of a company and the direction is important to building trust in leadership. If the rules change midstream, employee engagement may be difficult.
Recognition, rewards and upward mobility strategies can increase employee engagement. It is ineffective to have reimbursement for certification or education if this is not effectively communicated to the employee.
Rewarding accomplishments and performance increases employee satisfaction and promoting a feeling of value from company to employee, it is vital to developing a culture of engagement. Something as simple as a certificate of achievement or mention in the company newsletter can be very effective in increasing employee engagement. Recognition for performance or achievement can be small, it need not be an awards ceremony but still works to acknowledge contributions.
Adequate understanding of their role in the success of a company requires effective communication strategies and campaigns. An engaged employee is one who feels his job is important and understands how his role affects the overall success.
Community involvement by the company can promote employee engagement because the employee feels their employer contributes not only to their own welfare, but also to that of the earth, or the local community. This strategy not only improves the company image with the public but also increases employee engagement.
In a word, an effective employee engagement model or strategy will be tailored to the employer's means of communication within its offices. Email might not have any impact on workers on a production floor while office management may not benefit as much from placards as a weekly newsletter or email. However, the benefits to both the employee and the company of employee engagement are undisputed. Tailor your employee engagement campaigns to your workers and to your short-term goals as well as the long-term vision of your company.
"Shift your limits for achievement" campaign ideas
Check book to include each person's individual target on a sticker that gets stuck on an allocated place on check book cover. Each check book to have 8 schedules, some being $100 and others blank. Perforated check stubs, check book cover will have rules and motivational message.
Branded pen on die cut target card with pop up dart board, pen gets clipped on over dart image to look like a dart. Message ' get right on target, write X amount of business'. Individual's name will be stuck on an allocated position on the cover of the card and sealed in a cellophane sleeve.
5 flash/graphic image elements
Calculator tin with polystyrene chips and calculator, sticker on lid, personalized name tag on each tin, plus circular brochure with product benefits and slogan.
Eyedrop ampoule enclosed in pyramid shaped container on card insert, with personalized tag.
Questionnaire, including layout and design and with die cut.
Ziggurat game box - shifting the limits - pyramid shaped game pieces in wood and game board with shifting the limits rules integrated into the game's rules.
Transformational and transactional leadership are different leadership styles.
Transformational leadership uses communication to bring about a positive, beneficial change in its followers. The transformational leadership style transforms its followers by working together, helping and encouraging each other. A congruous, coordinated group results, which has a positive effect and benefit for the entire organization. Transformational leaders increase the morale, motivation and performance of the individuals within the group and the group as a whole.
The transformational leadership theory encourages transformational thinking through transformational training and transformational coaching.
Transactional leaders focus on getting tasks done and positive worker relationships in exchange for desirable rewards. Transactional leadership may encourage the leader to adapt their style and behavior to meet the perceived expectations of the followers. This style uses rewards, such as wages or status to motivate employees to achieve the end result or target.
Communication is seen in three variations:
- Linear communication, a one-way view of communication from one person to another.
- Interactional communication, or two-way communication where feedback is included.
- Transactional communication builds on interactional communication. This is communication in the context of a relationship between two or more people. Instead of a two way flow we have simultaneous things going on all the time, some verbal, some nonverbal.
When dealing with communication in an organization both transactional and transformational leadership styles can often be seen. It depends on the business communication methods and models of organizational behavior styles used by the specific organization. Many types of communication including verbal and non verbal communication, viral marketing examples and other workplace communication methods can be used for both leadership styles. Also
Training is available on both transactional and transformational leadership.
Both styles of transformational and transactional leadership are used in different ways in employee engagement models and play an important role in change management in organizations.