How to Manage & Engage Employees in a Hybrid Workplace
We have all been pushed into the inevitable dilemma of managing and engaging employees in our new hybrid workplace reality.
People are at the center of every business regardless of the rise of robotics and artificial intelligence. Profits, productivi...
“You don’t build a business — You build people— and then people build the business.” -– Zig Ziglar
People are at the center of every business regardless of the rise of robotics and artificial intelligence. Profits, productivity and competitive advantage depend on an engaged workforce.
Retention and turnover are a top workforce concern for Human Resources professionals as cited in the SHRM/Globoforce survey. The study has also found that recognition serves as one of the most effective ways to impact workplace culture and employee experience. More than one-half of the survey respondents said, “their program positively affects retention (68%) and recruitment (56%).”
A tight labor market makes it more critical than ever to effectively motivate employees. Here are 16 ways to motivate employees.
No one wants to work in a dungeon. But if the work environment is dull or toxic it would have the same non-inspiring result for employees as working in a dungeon. If you see employees dragging themselves in at the beginning of their shift it may be that the environment is not seen as an exciting or pleasant place to be.
Here are some ways to spruce up the environment:
According to the SHRM/Globoforce survey, “three-quarters of HR professionals say their organization is actively engaged in maintaining or improving positive relationships and teamwork as well as encouraging a compassionate, caring culture.” Focus on developing positive relationships and teamwork. Make having a diverse and inclusive culture a priority.
Here are some fun ideas to encourage positive relationships and teamwork:
There is nothing worse than feeling like you are being lied to or about. Especially if it’s coming from the boss and co-workers. A critical key to establishing a trust centered workplace is value transparency and honesty at all times. Other tips to a trust center workplace include:
Laws don’t prevent harassment, leaders do. Don’t tolerate bullying or harassment at any level for any reason. If it’s happening and you don’t know what to do, get an expert in Human Resources involved or another partner supervisor to work with you. But act now. Your employees who have had to endure it will thank you.
To keep from feeling stagnate employees need to feel like they are growing. Create learning opportunities, education and the ability to earn degrees or certifications. Let them sit in on project meetings or events normally set for leaders so they can expand their understanding of the business.
For example, Pixar provides in-house courses called Pixar University, that employees can participate in. The university is designed to enable training and cross-training supporting on-going career development. More about Pixar employee motivation is found here https://hbr.org/2008/09/how-pixar-fosters-collective-creativity
Cisco provides stretch assignments to encourage employees to go beyond their day-to-day work. In addition to the assignments they award employees’ willingness to stretch by providing an, “Expand Your Boundaries” award. Learn more about Cisco’s program here: https://blogs.cisco.com/lifeatcisco/stretch-assignments-take-employee-beyond-the-day-to-day
Free up the ability to self-schedule the work if possible. Being able to schedule work around life events without feeling guilty has a positive impact on the employee experience.
Dell Technologies had been developing its flexible work program since 2009. The company leaders understood the trend that employees, value flexible work arrangements as much as their paycheck. Examples of flexible work they offer are full-time remote and select specific days on campus and job sharing. https://jobs.dell.com/work-flexibility
Sodexo is another example of a company offering flexible work arrangements. This company launched its “Flexibility Works! Initiative in 2008. As a result of this program Sodexo is seeing greater engagement – 73% of employees have great job satisfaction, 62% are more loyal, and 53% are more productive because of their ability to work more flexibly. Learn more about Sodexo’s flexible work https://www.workflexibility.org/how-work-flex-helps-me-ride-the-wave/
Giving employees the big picture and how they fit in gives them a greater sense of purpose and connection to the business. If they truly feel they have a significant place in the big picture has a motivating effect.
One way to give purpose and meaning to the work is to involve employees in identifying when the company’s purpose is being demonstrated. For example, Exact Sciences, a cancer research organization, involves their employees to act as news reporters and contribute regular updates. This motivates employees to keep their eyes on the culture and see their part in the greater purpose of the organization. More about Exact Sciences is found here: https://www.exactsciences.com
Another tip for making purpose real for employees is to keep the values at the forefront of everyone’s attention. For example, Google has one of the most envied workplace cultures in the world. Google’s values are prominently posted for all to see found here https://www.google.com/about/philosophy.html
To be values-driven they need to be integrated into every aspect of organizational communication. Values are communicated and reinforced in the recruitment process, new employee orientation, total rewards communications, spoke about in meetings, and used to help make business decisions.
It's motivating when leaders seek out your input and act on your feedback. Listen to employees and act on their feedback when possible. But this is not a “one and done” effort. Feedback can be obtained through every point of the employment life cycle and on an ongoing basis.
Companies like Apple are seeking feedback from their employees every day utilizing measures such as the employee net promoter score. The employee net promoter score is adopted from being applied to customers to build brand loyalty. Apple began to utilize the approach for employee feedback. Apple implements the survey every four months to measure how likely are they to recommend Apple as a good place to work. This is intended to keep a pulse on employee satisfaction without burdening employees with cumbersome surveys with dozens of questions. Read more about Apple’s approach to employee engagement here https://www.bain.com/insights/net-promoter-for-people/
Establish “go getter” goals. Set up team goals that help the business accomplish its objectives and are attainable. Set up milestones and report frequently the progress. Generate excitement, post visual depictions of team progress.
Here are some goal setting tips:
One motivator for employees is when they feel top leadership sees and acknowledges them. Get to know employees. Round on the floors and talk with employees at all levels. According to the SHRM/Globoforce survey “60% of organizations help celebrate employee life events.” More about the SHRM/Globoforce survey is found here https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/pages/employee-recognition-2018.aspx
Here are simple ways to recognize employees:
Choose worthy causes and make volunteerism available to your employees. Employees want to feel like they make a difference in the world. Sometimes that may mean going outside of the walls of your workplace. Be careful not to make volunteerism a requirement of the job or federal and state wage and hour regulations may apply.
An example of a good volunteerism program is found in Colgate- Palmolive. They provide a Colgate Cares Day were teams from across the organization participate in service project to help make the world healthier and happier. You can find more information about ideal company volunteerism programs at https://www.glassdoor.com/blog/10-companies-with-unique-volunteer-opportunities
Well-being goes beyond physical health. It is a comprehensive approach for caring for employees. Well-being includes physical, mental, financial and spiritual health. Not only can well-being initiatives help employees’ wellness but also positively impact morale, productivity, and engagement.
If you don’t have a lot of resources consider these quick tips:
No one likes to be surprised when change is suddenly foisted on them. Even worse is when change initiative wasn’t well thought out and negatively impacts employees’ ability to do their jobs effectively. One way to avoid workflow mistakes and unnecessary resistance towards change is to involve employees in the creation of the solution. Brainstorm with them how to make it work. Not only will they feel respected but also part of the solution.
What makes the daily grind memorable is appropriate humor. Inappropriate humor such as offensive remarks or innuendos may land you up in the HR office. But appropriate humor comes in the form of self-deprecating humor (being able to laugh at yourself), word plays, puns, funny unexpected responses throughout the day. This can provide much-needed relief from an otherwise stressful day and increase productivity and morale.
It’s no secret that people leave workplace managers. The relationship between the supervisor and the employee is where the rubber meets the road in employee engagement and motivation. Invest in developing your supervisors to become stronger leaders.
There are many different ways to develop a strong leadership team and to make sure they are supporting a healthy employee relationship. Here are some the top ways:
Employees feel appreciated when they hear a sincere thank you from both the boss and co-workers. Whether it be verbally or in a written form saying thank you have a positive impact on employee motivation. You can influence a culture of gratitude that makes its way throughout the organization.
Use this article as a checklist to evaluate your workplace. Revisit this checklist periodically to ensure your motivational culture continues on the right path over time. The key is to be sincere and consistent. By adopting new ways of communicating and connecting with employees it will motivate employees and have a lasting positive impact.
We have all been pushed into the inevitable dilemma of managing and engaging employees in our new hybrid workplace reality.
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. These one-time services start at $5,000. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.
All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at email@example.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered