What are some ways to involve employees in creating their own engagement experiences?

Establish employee engagement committees or task forces that include representatives from different departments. Encourage these committees to collaborate on planning and implementing engagement activities. Establish regular feedback loops to assess the impact of engagement initiatives. Use this feedback to iterate and improve future experiences based on the evolving needs and preferences of employees.

Some ways to get started : Empower: Employee committees plan & own projects, crowdsource ideas. ? Communicate: Pulse surveys, focus groups, 1-on-1s gauge preferences & feedback. ? Personalize: Diverse options, allow customization, remote-friendly activities. ? Recognize: Celebrate initiatives, reward participation, provide resources & support. ? Measure: Track impact, adjust strategies based on results.

*Conduct regular surveys to gather feedback on what aspects of their work and workplace contribute to engagement. *Ask for suggestions and ideas on how to improve the work environment, team dynamics, and overall job satisfaction.

Sometimes, a simple walk around and checking in with everyone works as gathering feedback. It's a bit more personal compared to a survey or suggestion box so it may not work on larger companies, but no matter big or small, gathering small bits of feedback and acting on them will help in promoting engagement in the long run.

Conduct regular surveys to gather feedback on what aspects of work are most engaging for employees. Allow employees to have some control over their work schedules, providing options for flexible hours, remote work, or compressed workweeks. Offer a variety of training and development programs, and allow employees to choose those that align with their interests and career goals.

Here are somethings organizations can do to enhance engagement levels: - have a higher degree of autonomy for every role - have a culture of recognition - celebrate small wins of your team members - encourage them to share ideas - have forums where they can express their concerns without being judged - have a frequent dialogue around how they are feeling - support them in their journey of professional development

Fomentar la autonomía implica delegar proyectos que permitan a los empleados tomar decisiones significativas. Esto no solo mejora su compromiso al sentir que sus acciones tienen un impacto real, sino que también promueve un sentido de propiedad y satisfacción en su trabajo. Ejemplos como programas de innovación donde los empleados pueden presentar y desarrollar sus ideas, demuestran la confianza de la empresa en su equipo y fomentan un ambiente de trabajo colaborativo y creativo. Recordar siempre, que delegar no es trasladar responsabilidades, hay que tener siempre presente que la delegación es importante para el desarrollo profesional de los colaboradores, pero hay que saber que la responsabilidad última siempre es del que delega.

Ofrecer desarrollo a los empleados implica crear oportunidades de aprendizaje y crecimiento profesional, fundamentales para la fidelización del talento. Programas de mentoría que conecten a empleados con mentores senior en áreas de interés específicas suelen dar buenos resultados. Esto no solo enriquece su experiencia laboral, sino que también prepara a la organización para futuros desafíos al fomentar una cultura de mejora continua, adaptabilidad y también como medio para establecer planes de sucesión y gestión del conocimiento. Los planes de carrera personalizados deben implantarse teniendo en cuenta las aspiraciones individuales y buscar la alineación con los objetivos estratégicos.

Reconocer logros es clave para fomentar un ambiente motivador. Implementar programas de reconocimiento que celebren tanto logros individuales como de equipo, desde menciones en reuniones, jornadas.. hasta premios específicos por proyectos destacados, incentiva la excelencia y el compromiso. Un ejemplo efectivo es la creación de tableros de logros, físicos o virtuales, donde se visualicen las contribuciones significativas, promoviendo así la apreciación pública y reforzando la cultura de reconocimiento y valoración dentro de la organización.

Employee engagement is not just about the big and fancy activities, but also the small acts towards employees to feel heard and understood. At one of my previous companies, we had a great initiative: Every month, ten of our colleagues & new joiners could spend an hour with the VP - for introduction and informal discussion. These sessions positively affected engagement, as they gave a personal touch, an extra boost that the VP is also interested in Them, no matter what position they work in. Here, I also established a social team from all departments who, as Engagement Ambassadors, planned the extra events of the given year based on the interest and feedback of our colleagues, with great success.You can achieve big results with small steps.