Today's New Employee-Engagement Approach Requires Different Technology
By Charlla Feller-Davis, Marketing and Creative Projects Manager, Inspirus
This is part of a special advertising section featuring white papers.
Engagement is deeper than just recognition. You probably know all the statistics and have read the case studies about how to increase employee engagement in your organization and why you should do it. We're familiar with them, too.
Most of these case studies and statistics have to do with rewards and recognition programs. That makes sense. After all, recognition and rewards are key to building a successful engagement strategy.
But there's more than just rewards and recognition driving employee engagement, right? Other organizational initiatives also engage employees, including learning, wellness, safety, community involvement and employee access to all these things. For each employee, the impact of any one or a combination of these programs is different.
The problem is that all of these programs are scattered across multiple siloed areas of the business. Learning, recognition, wellness, safety, or a company's social and community functions are rarely managed by one department or one piece of technology.
Disparate Technologies in Search of Consolidation
In order for engagement to be an effective business tool, we have to look at ways to simplify and consolidate the technology that drives those initiatives so they can be measured and affect business outcomes.
* Bringing programs that enable engagement under a single technology umbrella,
* Enabling organizational leaders to continuously measure and have meaningful analytics,
* Allowing employees easy access -- including mobile, and
* Connecting recognition and rewards to a single platform.
It's an industry-wide issue. Most providers that touch one facet of employee engagement rarely try to address anything else and aren't necessarily offering -- or even thinking about -- consolidation.
Unfortunately, this leaves companies with few ways to get a truly comprehensive view of the impact of all aspects of engagement. One employee may be very engaged with a learning opportunity while another is getting healthy. And if you were to only look at a recognition system, you wouldn't know that they're also engaged in other company initiatives. It takes a comprehensive view to get that level of insight across a broad array of engagement initiatives.
What to Look For in a New And More Comprehensive Engagement Platform
It's time to think about technology that can help your organization manage the full spectrum of engagement initiatives in one place.
It should be a single system where all of your employees can go for all the programs that matter to them at work, such as recognition, learning, well-being and beyond, that:
* Centralizes formerly disparate systems. It should bring together employee recognition and rewards, learning programs, wellness, safety and more under a common platform.
* Supports and connects your employees. Your organization needs help curating, creating and communicating a common mission, and connecting employees to one another in meaningful and positive ways.
* Gives insight and data. To be effective, organizations have to know what's working and what isn't across all of their engagement initiatives if they want to make adjustments and succeed.
* Is fun and easy to use. Nobody wants a system that's painful to use or -- even worse -- boring. The system should be engaging, simple and fun to use.
* Is supported by a true and caring partner. You need a partner you can count on that can help you understand and implement your new technology, and continue support after its launch.
How can you bring a comprehensive employee-engagement solution into your organization? Most HR executives will have to bring in multiple stakeholders to ultimately make the commitment. You need to demonstrate why engagement matters and why a new system is needed.
Here are some key benefits for a next-generation, comprehensive engagement technology:
* Efficient and cost-effective administration: Consolidates and simplifies managing multiple programs.
* ROI you can measure in practical ways: Analytics help you get the complete picture and sustain strides in engagement.
* Aligns employee recognition and behaviors to business goals: Affect change across a number of areas in ways that engage each individual.
* Helps leaders design and implement meaningful programs: Initiatives that make a difference for employees and employers.
* Has insightful analytics to make adjustments and changes: Always have a pulse on the most-effective programs and allow leaders a dashboard to see program effectiveness.
* Sustains a great culture and creates a best place to work: All of these should support creating an environment where every employee feels valued and is doing his or her best.
Most important, expanding our perception about what drives employee engagement requires new technologies that support understanding and drive engagement beyond recognition to bring joy to work, one experience at a time.