Description
Consider the impact employee engagement makes to your bottom line, human and financial resources. What is the positive impact engaged employees have on operational performance and profit? It is estimated that disengaged employees cost the UK economy 64bn through lost productivity, poor service delivery and reduced discretionary effort.
What it takes
to make your
employees
feel valued
23 top tips for better
employee engagement
hello
How do you energise your people, increase
discretionary effort and maximise the resources
dedicated to employee communications?
Our 23 top tips on better employee engagement
provide a brief introduction to the key steps
and thinking needed to set you up for success.
This booklet has been designed to help
executives and managers in any discipline,
take action to improve employee engagement
within their organisation. Whether you are
looking to improve communication channels,
create the right environment to share
information or simply setting the agenda
for change, we’ll guide you on the path to
improved engagement and achieving your
organisation’s strategic objectives.
Employees are
your most important
asset and significant
cost. Ensuring they
are fully engaged
and committed to
the success of your
organisation is crucial
It’s good to talk
but better to share
23
Do individuals and departments fully appreciate
what value and services others bring within the
organisation? Can you do more with the same
resource? Create the environment and structure
for disparate parts of your organisation to
engage with each other, share knowledge and
best practice.
Ask us how we improved innovation and
reduced costs within GSK.
Contact us: +44 (0) 20 7842 3000 / [email protected]
Identify what engagement drivers work
and are appropriate for your organisation.
There is no prescriptive list of dos and don’ts,
each organisation is unique and therefore you
require a distinctive employee engagement
approach and strategy.
One size
does not fit all
22 Contact us: +44 (0) 20 7842 3000 / [email protected]
21
Consider the impact employee engagement
makes to your bottom line, human and financial
resources. What is the positive impact engaged
employees have on operational performance
and profit? It is estimated that disengaged
employees cost the UK economy £64bn through
lost productivity, poor service delivery and
reduced discretionary effort.
Talk to us about understanding and
measuring the true value of engagement
to your organisation.
Establish the
value of employee
engagement to
your organisation
Contact us: +44 (0) 20 7842 3000 / [email protected]
20
You will do your own and your organisation’s
reputation the world of good by getting out into
the business. Especially during tough, difficult
times. By taking the pulse of your organisation
in a direct and personal manner you enhance
the connection between employer and employee
as well as providing valuable insight into your
own plans and agenda.
A desk is a
dangerous place
from which to
view the world
Contact us: +44 (0) 20 7842 3000 / [email protected]
19
It’s a myth that engagement can be difficult to
measure and quantify. The increased use of
digital platforms to communicate enables far
greater insight. Also look at your aligning
internal and external activities. Why not link
your employee engagement survey metrics
to customer service results?
If you can’t
measure it,
don’t do it
Contact us: +44 (0) 20 7842 3000 / [email protected]
18
Whatever you do, whether it’s a blog,
a newsletter, or a weekly review follow
these three golden rules. Who wants to
see a news item on your intranet last
updated dated six months ago?
Do it often,
do it clearly and
do it consistently
Contact us: +44 (0) 20 7842 3000 / [email protected]
17
Establish who in
your organisation
is responsible
for employee
engagement
We’ll save you the trouble. The answer is
everyone. Leaders should set the tone and
direction. Internal and corporate communication
teams will ensure the messaging is clear
and consistent, the communication channels
selected are appropriate. All employees should
feel to some extent that they are part of, and
contributors to, the engagement agenda in
your organisation.
Contact us: +44 (0) 20 7842 3000 / [email protected]
16
Do your employees and the people responsible
for internal communications have the right
material and infrastructure in place to
communicate effectively, share knowledge,
receive feedback?
Call us to find out how we helped
clients to create the tools and framework
for successful employee engagement,
including BP and Logica.
What’s in your
tool box?
Contact us: +44 (0) 20 7842 3000 / [email protected]
15
Happy employees are not always engaged.
Engaged employees are not always productive.
There can still be operational and managerial
barriers to overcome which prevent your
engaged employee becoming an effective
one. Some employees may be transactionally
engaged but not emotionally engaged.
Ask for our advice on the questions
you should be asking in your annual
employee engagement survey.
Don’t confuse
happiness with
engagement or
engagement with
effectiveness
Contact us: +44 (0) 20 7842 3000 / [email protected]
14
There is growing evidence to suggest that the
hormone oxytocin is an important driver for
employee engagement. The hormone gets
released into our brains through a variety of
stimuli, including whenever we feel a sense
of bonding, engagement, trust and empathy.
Fear on the other hand inhibits its release.
Using social networks, whether for business
or pleasure, causes a surge in oxytocin release.
Perhaps your next business update should
be on Yammer?
Get the oxytocin
flowing
Contact us: +44 (0) 20 7842 3000 / [email protected]
13
Especially in tough times. Speak honestly about
the challenges being faced, as well as anticipated
direction. Without direct and continual
communication, employees are likely to fill
the void themselves, often with worst-case
scenarios.
Silence is rarely
golden
Contact us: +44 (0) 20 7842 3000 / [email protected]
12
Informal groups and social networks on
intranets are changing the way organisations
are structured and in some instances
deconstructed. Trust is one of the most
powerful motivators in any relationship, in
advancing employee engagement it is critical.
Formal structures can, on occasion, inhibit
entrepreneurship and knowledge share.
Sometimes letting your own employees
work things out for themselves yields better
results and strengthens engagement.
Sometimes you
need to let go
Contact us: +44 (0) 20 7842 3000 / [email protected]
11
Do not allow a negative or defensive narrative
to dictate your communications. Even in
challenging times, good behaviours are still
demonstrated by employees, successful
operational events still happen so celebrate
and showcase them. Likewise, if you know
there are challenges being faced, where you
can, be open about them and acknowledge
you are dealing with them.
We help organisations with reputational
challenges, talk to us about our approach
and successes.
In challenging times,
make sure you give
a voice to the majority
who make the
difference, not
the minority who
shout the loudest
Contact us: +44 (0) 20 7842 3000 / [email protected]
BP employee
communications
The concept and
photographic style
behind the ‘We are BP’
campaign has been
adopted for other BP
employee engagement
campaigns around
the world.
I stand for
BP’s values
Darrell
Technician
Logica intranet
Logica’s new intranet
allows employees to
add content while on
the move.
10
When you open up your communication
channels to the wider employee base, you not
only increase engagement levels, you often
create an environment for innovation. You
can also strengthen the understanding and
ownership of key business objectives and
strategies.
Ask us about our innovative approach
to unlocking potential at Logica through
their intranet.
User-generated
content is often
more engaging
than a corporate
monologue
Contact us: +44 (0) 20 7842 3000 / [email protected]
9
92% of adults in the UK own a mobile phone,
over half of those are smartphones. Tablet
and e-reader sales are doubling year on year.
Reconsider the channels you use to engage with
and communicate to employees.
Talk to us about our POV on the digital
landscape and ask for a copy of our white
paper on the social intranet.
Technology is not
just for generation Y
Contact us: +44 (0) 20 7842 3000 / [email protected]
8
Should you really be on Facebook, YouTube
or Twitter just because your competitors are?
What if they only have four friends and two
‘likes’. Think through the rationale for why you
are doing what you are doing. If it is simply to
follow the herd then you risk damaging your
reputation, not enhancing it. You may also be
wasting valuable time and resources.
Avoid fads
Contact us: +44 (0) 20 7842 3000 / [email protected]
7
What is the purpose of your internal
communications team and the outputs they
produce? What is their agenda, and focus, does
it align with the organisation’s? Ask yourself
if you are giving the necessary direction and
setting up your internal resources for success.
Ask yourself, why?
Contact us: +44 (0) 20 7842 3000 / [email protected]
6
Go beyond the employee engagement survey.
Involve your employees in the solutions to the
engagement challenges your organisation faces.
Listen, learn,
empower
Contact us: +44 (0) 20 7842 3000 / [email protected]
5
Practice what you preach. Your internal brand
and approach to employee engagement should
reflect the promises you make to external
stakeholders. Your claim to be a leading,
innovative provider of services will carry little
credibility if your employees do not live and
believe in those promises and brand values
themselves.
What you say to the
outside world should
resonate internally
Contact us: +44 (0) 20 7842 3000 / [email protected]
4
How do you communicate with your
employees? Top-down information from senior
leadership to the wider employee base has
its place, however it should be part of a wider
communications mix. Do an audit of what you
say, how you say it and where. Identify where
employees have the opportunity to have their
say. Successful organisations know when to
talk and when to listen.
Are you conducting
a monologue
or a dialogue?
Contact us: +44 (0) 20 7842 3000 / [email protected]
3
Ask yourself what value does each
communication and engagement activity
brings to your organisation? How much time
and resource are you dedicating to both
communicating and consuming information?
Would a more focused, reduced level of activity
yield greater results?
Ask us how we achieved a seven-fold
increase in ‘thank yous’ for British Gas
employees for a lot less money.
Spending and doing
less can sometimes
achieve more
Contact us: +44 (0) 20 7842 3000 / [email protected]
British Gas
employee
communications
The informal
recognition scheme
‘Simply Thank You’
went from 100 emails
a month to nearly
3,000 ‘thank yous’
in the first week.
M&S employee
communications
Since the campaign
was launched, store
energy efficiency has
improved by 19%.
2
Is it time to take a fresh approach? Rethink and
revisit every aspect of your communication
strategy and outputs. What can seem ‘dry’
subject matter, especially in the areas of
compliance and risk, offer an opportunity
to engage and inform in a totally different way.
Ask us how we created a superhero
to drive the sustainability agenda at M&S.
Don’t tick the box.
Think outside of it
Contact us: +44 (0) 20 7842 3000 / [email protected]
1
Employee engagement is too important to be left
to one individual. However, you are not alone.
We get employee engagement (we’re employees
too, after all). We see things positively. We create
and deliver ideas with you, not just for you, that’s
why we’re called The Team.
Call us on 020 7842 3000
Email [email protected]
Talk to the experts
30 Park Street, London SE1 9EQ
www.theteam.co.uk
©The Team Brand Communication Consultants Limited 2012
+44 (0)20 7842 3000
[email protected]
doc_484471570.pdf
Consider the impact employee engagement makes to your bottom line, human and financial resources. What is the positive impact engaged employees have on operational performance and profit? It is estimated that disengaged employees cost the UK economy 64bn through lost productivity, poor service delivery and reduced discretionary effort.
What it takes
to make your
employees
feel valued
23 top tips for better
employee engagement
hello
How do you energise your people, increase
discretionary effort and maximise the resources
dedicated to employee communications?
Our 23 top tips on better employee engagement
provide a brief introduction to the key steps
and thinking needed to set you up for success.
This booklet has been designed to help
executives and managers in any discipline,
take action to improve employee engagement
within their organisation. Whether you are
looking to improve communication channels,
create the right environment to share
information or simply setting the agenda
for change, we’ll guide you on the path to
improved engagement and achieving your
organisation’s strategic objectives.
Employees are
your most important
asset and significant
cost. Ensuring they
are fully engaged
and committed to
the success of your
organisation is crucial
It’s good to talk
but better to share
23
Do individuals and departments fully appreciate
what value and services others bring within the
organisation? Can you do more with the same
resource? Create the environment and structure
for disparate parts of your organisation to
engage with each other, share knowledge and
best practice.
Ask us how we improved innovation and
reduced costs within GSK.
Contact us: +44 (0) 20 7842 3000 / [email protected]
Identify what engagement drivers work
and are appropriate for your organisation.
There is no prescriptive list of dos and don’ts,
each organisation is unique and therefore you
require a distinctive employee engagement
approach and strategy.
One size
does not fit all
22 Contact us: +44 (0) 20 7842 3000 / [email protected]
21
Consider the impact employee engagement
makes to your bottom line, human and financial
resources. What is the positive impact engaged
employees have on operational performance
and profit? It is estimated that disengaged
employees cost the UK economy £64bn through
lost productivity, poor service delivery and
reduced discretionary effort.
Talk to us about understanding and
measuring the true value of engagement
to your organisation.
Establish the
value of employee
engagement to
your organisation
Contact us: +44 (0) 20 7842 3000 / [email protected]
20
You will do your own and your organisation’s
reputation the world of good by getting out into
the business. Especially during tough, difficult
times. By taking the pulse of your organisation
in a direct and personal manner you enhance
the connection between employer and employee
as well as providing valuable insight into your
own plans and agenda.
A desk is a
dangerous place
from which to
view the world
Contact us: +44 (0) 20 7842 3000 / [email protected]
19
It’s a myth that engagement can be difficult to
measure and quantify. The increased use of
digital platforms to communicate enables far
greater insight. Also look at your aligning
internal and external activities. Why not link
your employee engagement survey metrics
to customer service results?
If you can’t
measure it,
don’t do it
Contact us: +44 (0) 20 7842 3000 / [email protected]
18
Whatever you do, whether it’s a blog,
a newsletter, or a weekly review follow
these three golden rules. Who wants to
see a news item on your intranet last
updated dated six months ago?
Do it often,
do it clearly and
do it consistently
Contact us: +44 (0) 20 7842 3000 / [email protected]
17
Establish who in
your organisation
is responsible
for employee
engagement
We’ll save you the trouble. The answer is
everyone. Leaders should set the tone and
direction. Internal and corporate communication
teams will ensure the messaging is clear
and consistent, the communication channels
selected are appropriate. All employees should
feel to some extent that they are part of, and
contributors to, the engagement agenda in
your organisation.
Contact us: +44 (0) 20 7842 3000 / [email protected]
16
Do your employees and the people responsible
for internal communications have the right
material and infrastructure in place to
communicate effectively, share knowledge,
receive feedback?
Call us to find out how we helped
clients to create the tools and framework
for successful employee engagement,
including BP and Logica.
What’s in your
tool box?
Contact us: +44 (0) 20 7842 3000 / [email protected]
15
Happy employees are not always engaged.
Engaged employees are not always productive.
There can still be operational and managerial
barriers to overcome which prevent your
engaged employee becoming an effective
one. Some employees may be transactionally
engaged but not emotionally engaged.
Ask for our advice on the questions
you should be asking in your annual
employee engagement survey.
Don’t confuse
happiness with
engagement or
engagement with
effectiveness
Contact us: +44 (0) 20 7842 3000 / [email protected]
14
There is growing evidence to suggest that the
hormone oxytocin is an important driver for
employee engagement. The hormone gets
released into our brains through a variety of
stimuli, including whenever we feel a sense
of bonding, engagement, trust and empathy.
Fear on the other hand inhibits its release.
Using social networks, whether for business
or pleasure, causes a surge in oxytocin release.
Perhaps your next business update should
be on Yammer?
Get the oxytocin
flowing
Contact us: +44 (0) 20 7842 3000 / [email protected]
13
Especially in tough times. Speak honestly about
the challenges being faced, as well as anticipated
direction. Without direct and continual
communication, employees are likely to fill
the void themselves, often with worst-case
scenarios.
Silence is rarely
golden
Contact us: +44 (0) 20 7842 3000 / [email protected]
12
Informal groups and social networks on
intranets are changing the way organisations
are structured and in some instances
deconstructed. Trust is one of the most
powerful motivators in any relationship, in
advancing employee engagement it is critical.
Formal structures can, on occasion, inhibit
entrepreneurship and knowledge share.
Sometimes letting your own employees
work things out for themselves yields better
results and strengthens engagement.
Sometimes you
need to let go
Contact us: +44 (0) 20 7842 3000 / [email protected]
11
Do not allow a negative or defensive narrative
to dictate your communications. Even in
challenging times, good behaviours are still
demonstrated by employees, successful
operational events still happen so celebrate
and showcase them. Likewise, if you know
there are challenges being faced, where you
can, be open about them and acknowledge
you are dealing with them.
We help organisations with reputational
challenges, talk to us about our approach
and successes.
In challenging times,
make sure you give
a voice to the majority
who make the
difference, not
the minority who
shout the loudest
Contact us: +44 (0) 20 7842 3000 / [email protected]
BP employee
communications
The concept and
photographic style
behind the ‘We are BP’
campaign has been
adopted for other BP
employee engagement
campaigns around
the world.
I stand for
BP’s values
Darrell
Technician
Logica intranet
Logica’s new intranet
allows employees to
add content while on
the move.
10
When you open up your communication
channels to the wider employee base, you not
only increase engagement levels, you often
create an environment for innovation. You
can also strengthen the understanding and
ownership of key business objectives and
strategies.
Ask us about our innovative approach
to unlocking potential at Logica through
their intranet.
User-generated
content is often
more engaging
than a corporate
monologue
Contact us: +44 (0) 20 7842 3000 / [email protected]
9
92% of adults in the UK own a mobile phone,
over half of those are smartphones. Tablet
and e-reader sales are doubling year on year.
Reconsider the channels you use to engage with
and communicate to employees.
Talk to us about our POV on the digital
landscape and ask for a copy of our white
paper on the social intranet.
Technology is not
just for generation Y
Contact us: +44 (0) 20 7842 3000 / [email protected]
8
Should you really be on Facebook, YouTube
or Twitter just because your competitors are?
What if they only have four friends and two
‘likes’. Think through the rationale for why you
are doing what you are doing. If it is simply to
follow the herd then you risk damaging your
reputation, not enhancing it. You may also be
wasting valuable time and resources.
Avoid fads
Contact us: +44 (0) 20 7842 3000 / [email protected]
7
What is the purpose of your internal
communications team and the outputs they
produce? What is their agenda, and focus, does
it align with the organisation’s? Ask yourself
if you are giving the necessary direction and
setting up your internal resources for success.
Ask yourself, why?
Contact us: +44 (0) 20 7842 3000 / [email protected]
6
Go beyond the employee engagement survey.
Involve your employees in the solutions to the
engagement challenges your organisation faces.
Listen, learn,
empower
Contact us: +44 (0) 20 7842 3000 / [email protected]
5
Practice what you preach. Your internal brand
and approach to employee engagement should
reflect the promises you make to external
stakeholders. Your claim to be a leading,
innovative provider of services will carry little
credibility if your employees do not live and
believe in those promises and brand values
themselves.
What you say to the
outside world should
resonate internally
Contact us: +44 (0) 20 7842 3000 / [email protected]
4
How do you communicate with your
employees? Top-down information from senior
leadership to the wider employee base has
its place, however it should be part of a wider
communications mix. Do an audit of what you
say, how you say it and where. Identify where
employees have the opportunity to have their
say. Successful organisations know when to
talk and when to listen.
Are you conducting
a monologue
or a dialogue?
Contact us: +44 (0) 20 7842 3000 / [email protected]
3
Ask yourself what value does each
communication and engagement activity
brings to your organisation? How much time
and resource are you dedicating to both
communicating and consuming information?
Would a more focused, reduced level of activity
yield greater results?
Ask us how we achieved a seven-fold
increase in ‘thank yous’ for British Gas
employees for a lot less money.
Spending and doing
less can sometimes
achieve more
Contact us: +44 (0) 20 7842 3000 / [email protected]
British Gas
employee
communications
The informal
recognition scheme
‘Simply Thank You’
went from 100 emails
a month to nearly
3,000 ‘thank yous’
in the first week.
M&S employee
communications
Since the campaign
was launched, store
energy efficiency has
improved by 19%.
2
Is it time to take a fresh approach? Rethink and
revisit every aspect of your communication
strategy and outputs. What can seem ‘dry’
subject matter, especially in the areas of
compliance and risk, offer an opportunity
to engage and inform in a totally different way.
Ask us how we created a superhero
to drive the sustainability agenda at M&S.
Don’t tick the box.
Think outside of it
Contact us: +44 (0) 20 7842 3000 / [email protected]
1
Employee engagement is too important to be left
to one individual. However, you are not alone.
We get employee engagement (we’re employees
too, after all). We see things positively. We create
and deliver ideas with you, not just for you, that’s
why we’re called The Team.
Call us on 020 7842 3000
Email [email protected]
Talk to the experts
30 Park Street, London SE1 9EQ
www.theteam.co.uk
©The Team Brand Communication Consultants Limited 2012
+44 (0)20 7842 3000
[email protected]
doc_484471570.pdf