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Fully agree with colleague Mohammad Ashraf , and i would like to add :
Share Company objectives with them and inform them that the goals that you want to hit represent them and they who will hit it or '"we will lose together" . and do not make them mechanization them but make them a plan which will achieve the goal
No any short cut method but rather try and try again and again following points several times, you will be succeed in this attempt.
First you have to change yourself and put your feet in the shoes of your employees and decide how you would be motivated. So far we have seen the motivational techniques are
1. Good communication
2. Good interpersonal relation
3. To have commitment from your employees before any project
4. Team working approach- there are so many approaches like regular meeting, having lunch outside etc.
5. Reward for good work.
Within these broad parameters, you have to find best approach which culturally fit in your organizational culture as well as culture of the society and environment of the country. For example, you may not have “beer” or “wine” in dinner or lunch in Middle Eastern culture but without beer or wine, a get together remains incomplete in western culture.
1. ABC Supply: “Sign my yearbook?”
Ken Hendricks, the late CEO of the largest roofing distribution company in the U.S., believed that “by putting your people first, your people will put the customer first.” With locations spread across states, fostering and maintaining an engaged workforce was about creating “a people business built on relationships.”
In all the relationship-building activities that Hendricks took on to bolster employee engagement, the key was to treat employees as equals, as peers and as friends. From taking an hour out of every day to talk directly to managers, to inviting hundreds of his employees to weekly parties at his summer home, Hendricks created a culture where people felt supported, appreciated, listened to and respected.
He even had yearbooks printed for ABC Supply employees in all locations, complete with photos, employee lists, and each office’s goals for the upcoming year.
Why it works: ABC Supply has continued to thrive, living by its mission “to increase customer engagement through increased employee engagement.” The little details have made all the difference. The yearbooks, as well as management’s commitment to strengthening inter/outer-office relationships, have proved to be powerful employee engagement activities that keep employees committed to the organization and to each other.
2. Zappos: “The offer”Zappos online shoe store regularly shows up on Best Places to Work lists. The secret to its hyper engaged workforce? A commitment to company culture. Receiving over0 employment applications a year, Zappos is scrupulous about hiring the right people and more importantly, keeping them.
Candidates who pass the lengthy interview process that includes numerous phone and in-person interviews are asked to attend lunch and happy hour events to see if they’re a good fit with the Zappos “family” and culture.
After four weeks of onboarding training, new hires are made an uncommon offer: a $ payout to leave. According to Zappos,2-3 percent of trainees have taken the offer since the initiative was rolled out.
Why it works: Engagement and culture are synonymous at Zappos. The company is clear about what their culture is and what they need to do to maintain it. They’ve defined their core company values and focus on retaining the people who share and uphold those values. It may take long for Zappos to hire a new employee, but they’re quick to let go people who don’t fit the profile.
3. Reebok: “CrossFit Box”Reebok was looking to reinforce its new mission “to get consumers moving.” They figured the best way to do that was to first get their employees in motion. In an effort to align their people with their vision, the athletic apparel brand converted one of their warehouses into a CrossFit workout center, exclusively for Reebok employees.
Participants collectively lost over pounds during. Globally, Reebok employees are now CrossFitters.
Why it works: This initiative helped build engagement on many levels. Reebok didn’t just sell a lifestyle, it lived it. To deliver the full customer experience, they promoted a culture of health and wellness within their organization, making employees stakeholders in the company’s vision and mission.
4. FullContact: “Paid, paid vacation”FullContact, a contact management API development firm, offers a creative environment with tons of exciting benefits and programs. The one that stood out most for us is the “paid paid vacation” incentive: once a year, each employee is given $ to go on vacation.
The catch? Yes there are some rules, but we think most people would be happy to oblige:
1) You actually have to take a vacation to get the money.
2) You have to disconnect from work — meaning no calls, emails, social media updates.
3) You can’t work while on vacation.
Why it works: The company’s CEO, Bart Lorang, emphasizes that time to disconnect is absolutely necessary to the health of employees and the company. Here’s a snippet from his blog post talking about why the company offers “paid paid vacations”:
I totally agree with Mr Duncan Robertson, organizations is already a social place so why i would spend company's money and time Creating an activities do not promote values, i would rather think about the follow:
- Stream mapping the roadblocks and removing it.
- start an appraisal and rewarding system.
- involve employee in related management decision by relying some activities like voting or brainstorming meetings.
- encourage employee by rising risk acceptance and reduce restrictions, let them do some mistakes.
- provide support and training programs and workshops.
"Employee relations activities", whether innovative or not, are useful only to delusional incompetents. They can have only one effect on the employees, which is to reduce their morale even further.
Most of your employees are already engaged. They turn up on time, sober, and work all day so that they get money to buy food for their children.
Keeping your workforce engaged is really easy. Give them a safe, reasonably comfortable working environment. Pay them the going rate for the job. Keep them fed and watered and provide clean toilets. Train them to do the job you want them to do, and offer then them the chance to improve their skills or earn promotion. Listen to them, and when they have personal difficulties be as understanding as you can. Ensure your junior managers are also properly trained and are not incompetent, bullies, sadists, etc.
If you're doing all of that, then you're in the top% of employers. But you're clearly not, since you're worrying about employee engagement.
As a manager we should always have good relation with employees to get most productivity.
To maintain relationship with employee we have to
1) Create a clear and concise company mission statement. Discuss how the mission statement fits with employees' personal values and roles in the company.
2) Encourage teamwork through formal and informal team-building activities.
3) Communicate group expectations immediately and regularly. Set high performance expectations and emphasize the importance of each employee's role to the success of the business.
4) Set clear and measurable goals for your individual staff members. Employees must know what to do, how to do it, how well the task must be done and where to turn for help.
5) Reward great work as quickly as possible, and address problems or concerns immediately.
Full Agree With MR. Mohammed Ashraf
- focus group
- town hall meeting
- team building
- round table meetings
Leave your office, have a full day between them doing their tasks...specially if they are working on weekends or holidays..
I would agree with the answers... Variety of helpful info and opinions .... !
Thank you
