Employee engagement initiatives have been proven to boost productivity, reduce staff turnover and improve customer satisfaction. Find out the top three employee engagement strategy trends of 2014.
The Top Employee Engagement Initiatives for 2014
According to International Business Times, business leaders have stated talent management is a top priority in 2014. The new approach is work with, invest in and improve what you have.
Meanwhile, After Market News describes staff engagement as a global crisis. With this in mind, these are the employee engagement initiatives and trends going into 2014:
1. Social Media Employee Engagement Initiatives
Julie Urlaub of Taiga Company argues that social media is the key to sustainable employee engagement initiatives in 2014.
She offers three ways social media promotes CSR communications. Firstly Julie Urlaub lists that social media with a purpose can break down barriers.
She said, “Witnessed from the employee level, all that jargon and vision may be lost.” By using social media and the right language, the content can be related to.
It may not be that easy, however, Information Week offer ten enterprise social networking obstacles.
2. A Culture of Employee Engagement
Digital Journal linked CEOs renewed focus on engaging employees with satisfying customers. This is due to The Conference Board CEO Challenge 2014 report released this month.
This survey included CEOs, presidents and chairmen from more than 1,000 companies around the world. It showed that 2014 saw a global convergence of goals and internal strength, according to Charles Mitchell, The Conference Board Executive Director for Knowledge Management.
The focus has switched to technology and customers. As Barbara Porter pointed out on Forbes, the key to improving customer experience is employee engagement initiatives.
She notes that successful companies have one thing in common. She said, “Leadership that understands the importance of creating an “intentional” culture that harnesses the hearts and empowers the minds of employees to deliver a defined customer experience aligned with financial objectives.”
She states that employers and HR are both responsible for employee engagement. She also reinforces using a communications plan with the right language.
Furthermore she encourages the collection of feedback and data. This allows an organisation to be acutely aware of areas that need work.
3. Coaching Managers
Gallup Business Journal suggests training managers in employee engagement initiatives. Then holding them accountable for their teams.
Gallup’s research has found that managers have a significant role in staff engagement. They, however, encourage realistic everyday employee engagement goals.
The best approach to this is to address staff engagement. This can include meetings, action-planning sessions and one-to-one meetings.
So far, 2014 sees a global push towards employee engagement initiatives. The approaches are more personable and encourage weaving staff engagement into the day-to-day running of an organisation at all levels.