Employee engagement is greatest outcome to any performance improvement programme. Research shows that engaged employees deliver better service and work in companies that are more profitable. Businesses are using a range of techniques to improve employee engagement from the use of a single portal across the company that provides a one-stop-shop for all engagement that employee has with their company. This also includes features such as Enterprise Social Networks and social portals with features such as ‘posts’, ‘comments’, ‘likes’ and ‘shares’, and employee lifecycle management.
A key step in employee engagement is using employee lifecycle management techniques to manage onboarding. Providing portals for a one-stop-shop for support through the onboarding process including key issues such as staff profiles, training schedules and housing.
Recognition is one of the most valuable tools for improving employee engagement. Also, is often used as a tangible way of supporting the development in team members of key core values. Programmes usually have a nomination process, there are multiple tiers for different levels of attainment such as gold, silver or bronze – each with either a monetary reward, reward points, cash on a prepaid card or the choice of a tiered merchandise gift or a micro gift. Programmes can be peer-to-peer but most likely manager-to-peer, where the budget for an award comes for the awarding department or the recipient department. Some nominations are approved by panels.
Social recognition is the latest trend, where people are nominated usually peer-to-peer and that the nomination is displayed in a social timeline in an Enterpise Social Network or intranet of some kind. Collgeagues can then ‘like’, or ‘comment’. There can be large video walls sharing outcomes. A criticism of traditional recognition programmes is that they can be slow and cumbersome and they can be expensive to operate. In social recognition there is no value attached to a citation, or a microgift can be used. A small value gift awarded immediately and arriving the same or next day can give greater motivation that a higher value award programme where the award is delivered over 2 to 3 weeks.
Incentives are applied to key areas of operation of most companies. The most popular are sales incentives for field, inside or telesales. Also, customer service staff can be awarded for key measurable outcomes such as issues such as Customer Service Index (CSI) improvements. Blue collar workers can also benefit for incentives put in place for service or product delivery usually beyond a specific threshold.
Voluntary benefits is the name given to formal programmes where employees can allocate fund to purchase goods and services usually at a significant discount. These kinds of programme often can be supported by a salary sacrifice scheme and may be delivered in the context of a flexible benefits programme. More informal schemes are often called staff savings programmes and there is usually a portal where a range of brands are offered for discount prices usually though a URL web link or a voucher code or both.
Flexible benefit programme provide flexibility to employees to shape their won benefits programme. Staff are offer a flexible benefits budget, usually a percentage of salary and they can chose themselves within limits to spend those funds across a range of areas such as life insurance, health insurance, vacation time, pension contributions and salary sacrifice programmes for a voluntary benefit programme or bikes-for-work or child care voucher schemes.
Total reward programmes provide a way of providing feedback to employees about their ‘total reward’ from their employer. It is often presented as the employee’s salary but adding on to it estimates of annual benefits from bonuses, commissions, insurance, pensions etc. This can even include share value growth or potential value of share options. This information is delivered either by very elegant annual statements or through a portal or both.
Employees are offered a wide range of rewards from prepaid card balance credits, vouchers, gift cards, micro gifts, merchandise gifts, points and cash.
Enterprise Social Networks
These are platforms that are evolutions from company intranets. Historically, intranets are internal IT systems that act as a hub for document management and corporate information. Enterprise Social Networks are different from intranets in that they work in a social way just like a company’s private Facebook platform.
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