The WeSpire Employee Engagement Weekly News Roundup aggregates the top employee engagement articles from around the industry to keep you informed and inspire positive impact in your organization.
WorldAtWork and HealthMine teamed up to survey nearly 500 HR professionals on employee well-being strategies and traditional wellness plans. The report, “Total Rewards and Employee Well-Being Practices,” found that 74% report that they plan to increase their well-being offerings or activities in the next two years. Perhaps the most exciting finding is that there is a correlation between integrated well-being approaches (programs that span across health, fitness and safety) and lower rates of employee turnover—paying attention to all aspects of employee health pays off!
The author, a highly regarded Deloitte consultant, makes a strong case towards changing the focus from data capture to data delivery in order to get people to change behavior for the better. If businesses tapped into digital products via apps designed to help people follow through on intentions, they could help their employees go from disengaged to enlightened by a smart use of behavioral change “nudges.”
Aaron Hurst, CEO of Imperative and author of The Purpose Economy (a WeSpire employee favorite!) offered the audience at GreenBiz Forum 2015 some advice and tips on how to connect company purpose with corporate responsibility and engagement. He went on to debunk the following myths: 1) Purpose is a cause, 2) There are “purpose” jobs, 3) Purpose is easy, 4) Purpose is a luxury, and 5) Purpose is a revelation. Once you accept what it takes to execute on building purpose in the workplace, you can empower your organization to thrive off of it.
Instead of turning to traditional methods of increasing productivity—strategy planning, goal-setting, etc.—researchers at the University of Michigan recommend striving to create a workplace characterized by positive and virtuous practices, such as caring for colleagues as friends, avoiding blame and forgiving mistakes, and creating an environment of respect. Now that’s all nice in theory, but how do you put it into practice? The researchers found 4 main ways: leadership, culture, small steps, and retreats and workshops.
First line says it all: “Let this be a wake-up call for business leaders: The employees with the longest tenures in your company are also the least likely to be engaged.” Employees with the longest history at your company have the potential to do the greatest harm or inspire the greatest good. So put time into matching them with your best managers, give them the freedom to work on things they are good at and enjoy, and utilize creative technologies to engage them further. If you’re looking for data, Gallup found that employees who represent the trifecta of talent, tenure, and engagement, perform 18% higher than the average employee.
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