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.
Last week, President Obama signed an executive order officially classifying a new federal group called the Social and Behavioral Sciences Team. The team’s mission is to find new and improved ways for Americans to easily access programs in order to better serve them. The group will be practicing techniques from behavioral economics and science to “nudge” American citizens to positively change their behavior in various programs. The insights will better enable the public to have a large scale impact on pressing issues such as climate change. This announcement is timely as many governments and businesses look for ways to engage stakeholders in positive impact initiatives.
Companies are continuously looking for new and exciting ways to engage their employees through company outings, flexible hours, gym memberships, juice bars and many more, but they may be overlooking a HUGE (free) resource. A recent survey asked employees to identify a coworker who energized them and 59% credited a direct supervisor. Employees explained that their manager’s passion, upbeat attitudes and energy were contagious and encouraged them to work harder and stay motivated. So, how can you optimize the influence of the front-line managers at your organization?
New research from Cone Communications shows that Millennials are more interested in working for companies who take CSR issues seriously, are upfront about their initiatives and provide opportunities for their employees to get involved. Millennials are even willing to take a pay cut from companies who excel in their CSR efforts, which is why communicating these messages has become imperative to increasing organizational reputation and bottom line.
According to research done by Simply Talent, the majority of UK employees feel that their peers—rather than HR and managers—have the biggest influence on their engagement levels at work. However, when asked what most negatively impacted their engagement, employees were quick to blame their supervisors and an alarming 79% said their managers don’t provide regular feedback or discussion. Although peers may be the key positive influencers in the workplace, HR can play an integral role in providing the technology and tools necessary to improve relationship and engagement across the board.
What if we lived in a world where co-workers tended to relationships and treated each other as well as they did their customers? Relationship building has become just as, if not, more important to a company’s health and wealth than any other area. Employees who “tend” to the office and their colleagues have a stronger sense of identity with their company and truly feel significance in the work that they do. This article outlines the three areas in which companies can better value office tending and create a company culture that nurtures those types of employees.