Highly engaged employees are 4x more likely to do something good for their company, recommend their company’s product or service, offer helpful improvements, and are willing to stay beyond their normal workday to get things done. Read on to learn how to develop employee engagement programs that make a difference. Continue reading
In 2014, NRG selected WeSpire to create and host an employee-engagement program branded InspireMEnrg.
Here’s a question our Customer Success team often receives:
“How should we incorporate fun into our engagement programs?”
At WeSpire, we believe fun is a powerful tool for motivating employees toward achieving positive impact goals. Our platform’s built-in game mechanics, social norming, and playful content infuses lightheartedness into our customers’ sustainability, well-being, and civic-service programs; programs that have historically been typecast as “un-sexy” or “boring.”
A New Year provides us all with the opportunity to look back at what we’ve accomplished over the previous 12 months, and at the same time look ahead to what we will accomplish in the 12 months ahead. As the WeSpire team looks back at 2015 we’re amazed at what our customers have been able to achieve harnessing the power of the WeSpire platform.
Across nearly every industry, the topic of impact—how to create it, contribute to it, and control it—is being talked about, presented on, strategized over, and increasingly, being scrutinized to measure. Sure enough, it was the topic of focus at last month’s Sustainatopia conference in Boston, arguably one of the largest gatherings of influential decision-makers and thought leaders in the world of sustainability.
Capturing the attention and passion of employees from the very start of the on-boarding experience is incredibly challenging, but when you layer on the fact that most organizations already face serious employee engagement and culture issues, the task becomes gargantuan.
57% of employees – and 76% of Millennials – want their employer to do more around employee engagement.
How can you improve engagement at your company? The first step is to figure out how well you are currently doing.
According to Gallup, the annual per-person cost of lost productivity due to sick days is $28,800 among employees ranked with the lowest well-being scores. However, for those with the highest well-being scores, the per-person annual cost is only $840.
This huge cost differential is the reason why employers are increasingly focusing on robust workplace wellness programs. What’s more, when health and well-being are actively promoted in the workplace, companies are 2.5 times more likely to be viewed as top-performing organizations. As a result, meaningful well-being perks can help organizations attract and retain the best talent in the field and drive meaningful business outcomes.
Today’s workforce is changing: One-in-three American workers are Millennials, and earlier this year they surpassed Generation X as the largest share making up the workforce. More importantly, this generation is doing things a bit differently. Workers today want to be coached by their managers, have flexible work hours, and want to work for an organization with values similar to their own.
HR professionals know that companies who invest the most time and resources in onboarding reap the highest levels of employee engagement. Your managers are the most valuable resource you have in building a foundation for a more engaged and committed workforce, as they motivate the rest of your employees to succeed. Moreover, you will increase your ability to attract and retain the best talent from the labor pool through comprehensive onboarding programs, adding to your company’s competitive edge.