Employee Engagement Programs
You want your employees actively engaged in their roles and generating business results. Research says that 75% of your employees feel disengaged and you do not know why. That means if you learned how to engage them, each one would produce an additional day of productivity every week. Engage 5 disengaged employees and it’s like not having to hire a full-time person. Engage 50 employees and you get 10 more employees worth of productivity WITH NO ADDITIONAL COST!
What if your leaders knew how to engage those disengaged employees? What results could your team produce with the most engaging best practice employee engagement activities? And what if your leaders started to trust and empower their teams to innovate and solve business challenges once and for all?
Well you can. And now it’s easy. You can build the capacity in your leaders or jump right to employee engagement exercises that produce results immediately. Either way, you get an extra day of productivity from everyone every week. And what was once impossible becomes the fuel for growth.
How do Employee Engagement Activities work?
Most people think of experiential learning and gamification as effective learning methodologies for Millennials. Well, they are right yet below are the top 4 secrets learned by 25 years of engaging the best and brightest from over 50 countries around the world. There is a reason why 1 in 2 of the best places to work use Learn2 employee engagement exercises. Here’s why:
1. Employees Love To Solve Problems
Rather than egg on spoon or entertainment-oriented social activities, employees want meaningful challenges that affect their feelings of success – especially when business results improve. When you narrowly define fun, you miss out on the fun of an entire team working together to solve a complex, inter-related challenge.
Example – a global top 10 bank chose an employee-engagement activity called Drive the Flow rather than hiring external consultants. The result was 21,000% return on investment after the first 3 months! No one knows where the waste is like the employees who see it every day. Every employee reported finding work more fun and interesting!
2. Employee Engagement Exercises Create Ownership
When the team owns the solution, the problems get solved. With 80% of change projects failing, you want to consider who owns the change. When employees generate the solution and the action plan, they own the solution. When they own the solution, they work twice as hard to make the solution work. Our clients found that other employees are the best people to handle the resistance that comes up when implementing.
Example 1 – A global confectionary firm wanted to change the contracts they had with every customer in grocery, mass, convenience and gas. They invited all 500 into a room and used employee engagement exercises to find out how to implement this audacious goal. Then in breakout session by customer segment, the employees worked out how best to respond to the customer’s resistance. The result – ownership! The 12 month project was completed in 8 weeks, with every single customer signing the new contract which allowed the company to dominate the chocolate aisle.
Example 2 – An insurance company chose to engage all their staff from administration to Vice-Presidents in making their brokers feel special. The employee engagement exercises put the ownership of the Brokers in all employees hands regardless of position or department. The employees identified multiple improvements and innovations. They chose to wait to launch until Valentines Day. The employees were ready and the Brokers were amazed by the care everyone was taking with their business. The result of everyone owning the Broker relationship was quantifiable! Sales rose from $18 million a year to $136 million in one year! Employees had to roll files around on chairs to get them all processed within the standards they created for themselves.
3. Employee Engagement Exercises Create Capacity
Lectures and powerpoint oppress your employees rather than empowering them to learn, solve and innovate. You want talent development opportunities to focus primarily on the application of learning. Too many leaders choose the school-approach because they know it. Yet the school approach kills off learning, creativity and engagement.
You want engagement in all your talent development opportunities – from day 1 empowering new employees with activities that cause them to live the values, approach and mission of your company. All the way to retirement planning engaging programs where you want activities that cause employees to own their retirement plan rather than learning about retirement. There is a difference.
Example – A global cheese manufacturer chose to redesign their leadership development program. From over 2000 powerpoint slides to primarily employee engagement exercises. The result was a massive capacity increase in the company’s metrics. Yes engagement jumped 22% yet more importantly they produced more cheese and sold more cheese at higher margins to bigger clients. The capacity of the team transformed and so did the business results.
4. Employee Engagement Exercises Improve Results
All the results communicate this clearly. Here is why: engagement causes results! When you choose activities that are fun, increase ownership and build capacity – you end up with a team who want to create results. Engaging teams in the creation of a plan, how to get to specific results, or to build executive level bench strength – unlocks their passion and empowers employees to produce results.
Example – A regional telecom company wanted to go National. Rather lead from the top-down, the executive chose to use employee engagement exercises for their sales and marketing teams. With the new capacity and engagement, results were transformed. The company grew from $800 million to 1.4 billion in one year with the same number of employees. The results were an expected by-product of empowering the employees.
Is it really that simple? Yes! You need properly-designed activities that create the culture of engagement. Often this is easier when we’ve implemented an Employee Engagement Survey or Culture Gap Index which replace the soft HR stuff and gets you actual numbers to define your situation and illustrate your progress – even point out where you are wasting money on training.
In short, the old ways produce disengagement. The exponential approach of empowering and engaging employees creates business results and the capacity for ever-greater results.
Research says that 75% of your employees feel disengaged and you do not know why.