Connecting...

increase company engagement

7 Ways to Increase Engagement in Your Company

increase company engagement

Changing the way that employees understand and interact with culture can significantly increase engagement in the workplace. We’ve listed 7 ways to increase engagement  among employees through cultural realignment:

 

1. Talk About Culture

Management need to communicate the culture of the company to all stakeholders in order for everyone else to understand what the company believes in. Buy-in from management is essential.

 

2. Energise Existing Jobs

Offer job rotation, job sharing and combine tasks so that staff are not doing the same thing every day. Introducing a new task which will improve abilities or push employees to learn new skills will motivate staff to improve in their role. Forming self-directed teams can help employees feel like they are in control of their jobs and have a say in the company.

 

3. Hire for Fit

When hiring for new staff it is important that companies don’t just hire people with the right skills, without judging if they will fit in with the company culture. An introverted project manager can be detrimental to an IT project so knowing your culture and the culture of the job role you are advertising is paramount. If outsourcing the hiring process to a recruitment company, it is important that the company understands the culture that you are portraying. In a climate where new recruits are hard to keep and are constantly changing jobs for a better company fit, knowing both the culture of the company and the role can save a company time and money

 

4. Leverage Manager/Employee Relationship

Employee satisfaction relies quite closely on the affiliation they have with their manager. Frequent praise and recognition will empower employees to keep up the good work but if managers are too busy to take notice of their team or to spend time talking with them this bond will turn stale, leading to eroded trust and confidence on both sides of the relationship. Taking the time to schedule meetings with team members and keeping note of the work that your team is doing will leverage this relationship allowing a confiding and open connection.

 

5. Upward Mentoring

Mentoring does not always have to be downward. For employees that have been in the company for a longer period of time and understand the inner working of the company they can provide valuable insight that managers may not have thought of before. Fresh eyes can alert companies to newer technologies and more efficient ways of doing jobs so do not discount something until you have tried it

 

6. Job Referral Bounties

Offering rewards for employees finding and placing workers in your company that suit your culture can prove a successful recruitment strategy. Presenting long-term bounties are even better as employees are motivated to help others progress through impromptu coaching and team working.

 

7. Measure Improvements

Send out surveys every two to three months to measure key performance indicators to see if the culture is changing for the better and if people are becoming more engaged. Measuring the profit and productivity levels in the company overtime can also highlight how successful the project is. Conducting six monthly reviews where employee satisfaction rates are measured and bench-marked can show if some employees are lacking culture fit. Having a programme in place to help these employees find their feet can further increase engagement in the company as you are showing staff that you value them.

Posted by Jamie Harnett on 15 January 2019

Related Content

W1siziisijiwmjevmdqvmdcvmdavnduvmzmvmzg4ytnmmzetyjq3ni00nwzhlthiyjqtn2yyogvlmwm1ymjilzawmdzmzmyxltk5mc5qcgcixsxbinailcj0ahvtyiisijqwmhgynjajil1d

Post-Covid US trade mission planned for April 2022

Post-Covid US trade mission planned for April 2022

  By Adam Maguire Business Journalist, RTE View Original Article on RTE   Business group Ireland Gateway to Europe has announced plans for a post-Covid trade mission to the US next year. The mission is scheduled to take place in April 2022, focused mainly on Boston and Chicago. It will seek to encourage US firms to invest in Ireland, while also helping Irish companies that are looking to get a foothold in the American market. As travel options are currently limited, IGTE is also planning two further virtual events for later this year. However Adie McGennis, founder of IGTE and CEO of Sigmar Recruitment, said those online functions did not have the same draw as an in-person trade mission. "Obviously the Irish-US relationship has been really strong over the years so I think meeting in person certainly excites a number of our members over here, and importantly a lot of the people we'll be meeting over there too," he said. IGTE was established in 2012 and has hosted a number of trade missions already - mainly to US cities, but also some to London. Mr McGennis said that, over the years, they had developed particularly strong links in Chicago and Boston, which is why the mission will focus on those cities. "Particularly the relationships with Notre Dame and Boston College has been really strong, the access they give to politicians, to businesspeople, to the Irish community over there, has been immense," he said. "Chicago and Boston will form the core of it, though we may tag on one more city." Certain US cities are synonymous with specific sectors - for example San Francisco’s connection to tech and New York’s link to finance - however Mr McGennis said there was no particular type of company they were looking to connect with for the Boston/Chicago trip. He said there were some areas where the cities are having particular success, but that did not mean firms from other industries were not welcome.   "We're pretty open," he said. "The east coast, particularly around the Boston area, is synonymous with medical devices and pharmaceuticals… but also tech around the Boston area and the east coast generally, has been huge for Ireland for the last couple of years. "Chicago has got quite a mix… so we’re pretty agnostic as to the nature of the business." Recently the Biden Administration has pushed forward with plans for a 21% corporation tax on US multinationals' foreign earnings - which some argue would undermine the attractiveness of Ireland’s 12.5% rate. Mr McGennis said it was not clear what impact that would have on companies’ interest in Ireland, but he was confident that there were a number of factors that made the country attractive to US firms. "The simple answer is that we don’t quite know how the 21% is going to pan out," he said. "If it does prove to be a challenge, and there have been challenges in the past, all the more reason to go over. "Our strong argument for years is that US companies have set up deep roots in Ireland and it definitely was not all about tax; the talent, the quality of life, the EU access right now post-Brexit - have become a lot more important issues." He also said that, while the Biden plan could be a challenge for Ireland, the new administration there was generally felt to be a positive for the country. "A lot of Joe Biden’s administration we hope to be participants in some of our events, because they’re certainly embracing the whole Irish-US relationship on various different fronts," he said.

W1siziisijiwmjevmdmvmdqvmtkvmdivmzuvztfhztvhmgmtmdq5nc00ogfllweynditzjcynte5oge5mguyl1jvyiaxlkpqryjdlfsiccisinrodw1iiiwindawedi2mcmixv0

SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

SURVEY: Just one third of Workers to Return to the Office Full-time Post-Covid

According to the Sigmar/AON Pulse Report on the future of work post-Covid, just 34% of workers will be returning to the office on a full-time basis once Covid restrictions are permanently lifted. 22% of employees are expected to work full-time remotely with the remaining 44% to work hybrid between home and the office. Of this hybrid cohort, 92% will spend three days or less in the office. The Sigmar/AON survey  polled 253 companies in Ireland to get insight into the future of work practices post-Covid. Commenting on the findings Talent Summit founder and Sigmar chief commercial officer Robert Mac Giolla Phádraig says:  “Recent speculation about the future of work has seen a division in thought between commentators and experts regarding the role the office will play in working practices post-Covid. With this poll, we have real insight into how employers are planning for the world of work once restrictions are lifted. The reality is that two thirds of Ireland’s workforce will see permanent changes in their work practices. That is a massive shift that affects the majority of us.”   Remote Working to Spark a Global War for Talent The Sigmar/ AON survey finds that 22% of employees will work full-time remotely. Says Mac Giolla Phádraig:  “Remote work is the emerging front of a world war for talent, being fought virtually and our remote workers the spoils of this war. “Ireland is globally recognised as an epicentre of highly skilled and educated workers, making this cohort of employees an attractive proposition for employers from around the world. “There is now global competition for local talent, requiring an arsenal of new methods and systems to compete, as it’s more about hearts and minds than before. “International competition of this cohort of workers will be fierce, effectively opening up a whole world in which 22% of our workforce can work.” The Future is Hybrid 44% of Ireland’s workforce will work hybrid between office and home.  92% will work three or less days in the office. The reality is that many of us will work hybrid between the office and home. Last year we were challenged by the forced dislocation of the workforce from the workplace. This year, however, we will choose how, by whom and where work gets done, which requires deep consideration as we re-architect work over the coming months. This is a critical moment in time for the next generation of work. Says Mac Giolla Phádraig: “ “According to this survey the future is hybrid.”