What are the most effective ways to boost employee engagement?

Muchos usan su misión, visión y valores como una manera de expresar externamente su compromiso. Lo importante es que todo colaborador, conozca y viva los valores y se esfuerce por aportar al cumplimiento de la visión. Una estrategia de comunicación interna puede ayudar a posicionar estos aspectos en los empleados. Is imprescindible que esto también forme parte de la inducción de nuevos colaboradores.

Estando de acuerdo con la tesis expuesta en la descripción de este punto, a?adiría que es fundamental un alineamiento entre los expuestos como valores de la organización y los que ulteriormente se aplican en ella. Creo que visión y valores han de comunicarse una vez hecho el ejercicio previo de comparar lo que se dice que se valora o visualiza y lo que realmente se lleva a cabo en la empresa: si esta brecha es nula, se darían las condiciones para comunicar claramente los dos elementos mencionados a los empleados y, verdaderamente, conseguir más impacto.

1. Clear Communication: Foster open and transparent communication to keep employees informed about company goals, changes, and successes. 2. Recognition and Rewards: to show appreciation and motivate them. 3. Professional Development: feel invested in their personal and professional advancement. 4. Flexible Work Options: better work-life balance. 5. Team Building Activities 6. Employee Feedback 7. Wellness Programs: fostering a healthier and happier workforce. 8. Inclusive Environment: feels valued and respected. 9. Provide the Right Tools: reducing frustration and boosting productivity. 10. Leadership Support: can express concerns or seek guidance.

Uno de mis clientes ha tenido mucho éxito en lograr un posicionamiento interno con sus colaboradores. Esto lo ha logrado con la participación interna, escuchar e implementar ideas, capacitación contínua y un liderazgo genuino y comprometido con el bienestar del personal.

Feedback tends to be backwards-looking. Listen, respond, and ask for specifics about what could be different going forward. Give them a stake in what future engagement looks like. By creating some ownership, employees may be more willing to proactively share their needs and challenges in real time.

It is all about empathy. It's important to listen not only to hear but to understand their perspective and use it to inform communications. Keep in mind, not every insight or piece of feedback should sway direction of what you are doing, how employees feel about a particular change may not align with organizational strategy. But understanding concerns will help you communicate more effectively to bring people along.

Recognition goes a long way in building trust at the workplace. This goes beyond recognising the immediate team members, but also need to extend to other teams especially those that perform support/backend work that are critical to your team's success. For instance, a sales leader would recognise their top sales associates during the monthly company All-Hands, as well as the marketing manager and the sales operations intern who helped support and played a part in their team's wins. Leading by example is crucial and those who observe will follow the steps of such inclusive leadership which will prove priceless in building a high-trust team culture.

Employees are the cornerstone of any organization, big or small. It is important to remember that they can make or break an entity. 1. Appreciate employees- employees are people with lives outside the office and families. It is important to always appreciate your employees. Tokens of appreciation vary and no matter how big or small the gesture is, they will appreciate it. Whether it is a bonus or a thank you card or framed employee of the month photo, always appreciate their achievement. 2. Ask them for feedback- You can never know everything as a person, which is why it is important to engage employees whether weekly, monthly etc. Always lend an ear to hear what the they and what they suggest. 3. Provide opportunities for your employees

La comunicación institucional interna contribuye a ejecutar acciones donde la audiencia principal: los colaboradores, se sientan valorados. Si se fomenta una cultura de reconocimiento y valoración, los empleados se sentirán más comprometidos y su rendimiento será mucho mejor.

En una ocasión, una persona ajena a la organización, lavaba los autos de los gerentes y con el tiempo le dieron la confianza de estacionarlos y permanecer en el parqueo del edificio. Un día, golpeó un carro de uno de los gerentes. ?Qué hizo la empresa? en lugar de sancionarlo, le pagaron un curso de manejo. Con el tiempo esta persona fue contratada. Aplaudo la cultura de desarrollo y no de castigo. Esta persona vive agradecida y es muy fiel a la institución por las oportunidades de desarrollo que le dieron.

One effective way to support employee growth is by offering free online courses. 1. Google’s “Grow with Google” initiative provides a range of free courses on digital skills, coding, and career development. 2. LinkedIn Learning: LinkedIn offers a selection of free courses covering various professional development topics. 3. Coursera provides free access to a wide range of courses from top universities and institutions. 4. edX offers free courses from universities worldwide. Companies can recommend relevant courses to employees for skill enhancement and career development. 5. HubSpot Academy provides free courses on inbound marketing, sales, and customer service.

Collaboration and connection are built over time, like a muscle memory. This is not done through a massive plan, but through daily discipline to build out meetings and activities in a way that encourages cooperation, placing staff on cross-functional teams, using tools at your disposal such as Slack or Teams to set the right tone, and most importantly modeling behaviors that you want to see.

La forma de ser de los altos ejecutivos y gerentes, permea en la institución. La mejor manera de crear conexiones emocionales sólidas y fidelidad hacia la institución es que los líderes demuestren empatía, interés genuino y compromiso con los colaborades. Si ellos predican con el ejemplo, todos los demás adoptarán la misma cultura.

To boost engagement, give employees a say. When employees feel heard and welcome to contribute their ideas, they feel valued. Involving employees in decisions can energize them, and make them willing to take ownership of initiatives and contribute to their team's success.