You're an HR manager who wants to boost employee engagement. What tools can you use?

There are many ways to boost employee engagement. 1) Connect to your employees one-to-one basis. 2) Understand and help them remove their bottleneck. 3) Give them motivation and inspiration to perform better. 4) Empower them and let them feel like an owner, not just employees working for someone. 5) Evaluate them and see if you can help them with training to improve their performance and engagement. 6) Give them constructive feedback and share some experiences with them. 7) Communication does wonders, try an effective communication strategy. 8) Reward and appreciate them for their outstanding work and highlight their achievements. 9) Celebrate their success and give them more opportunities. 10) Provide a safe environment to work and enjoy.

Implementing impactful feedback tools is a strategic initiative to understand employees' workplace experiences and enhance their engagement levels. This approach fosters a culture of transparency and continuous improvement within the organization. Establishing an anonymous feedback channel is crucial, allowing employees to express concerns and highlight issues without fear of reprisal. I advocate for adopting a 360-degree feedback system as it provides a comprehensive view of an employee's performance from multiple perspectives. This multifaceted feedback mechanism contributes to a more holistic understanding of individual contributions and areas for improvement.

In my experience, the foundation of employee engagement rests on three to four crucial pillars: a strong communication and connecting platform, an experiential environment, collective growth, and well-being. These platforms can take the form of an in-house AI tool, knowledge management systems, or on-ground engaging conversations/events. They ensure that employees have the freedom to express themselves openly, share insights, and enjoy tangible benefits on both personal and professional fronts.

Boosting employee engagement requires a combination of strategic initiatives and the right tools to support them. Here are some tools that HR managers can utilize to enhance employee engagement: Employee Feedback Platforms Communication and Collaboration Tools Recognition and Rewards Platforms Learning and Development Platforms Employee Wellness Platforms Virtual Team-Building Platforms

Feedback is the cornerstone of employee growth and engagement. Utilizing feedback tools not only fosters improvement but also cultivates a culture of recognition and appreciation. By collecting and acting on feedback in a timely manner, organizations empower employees to thrive and contribute meaningfully to their roles and the overall success of the company.

The most important part here is in allowing employees to be heard. When communication is cited as poor, HR teams will try every communication method to talk about the business when listening would be more powerful.

Effective communication tools not only bridge organizational gaps but empower employees by fostering a culture of transparency and inclusion. Harnessing such tools enhances engagement, ensuring that every voice is not just heard but valued in the workplace symphony

Una de las formas más efectivas de desmotivar a las personas es que nos excluyan, que nos dejen fuera de lo que está ocurriendo en nuestro trabajo, o que no nos informen de aspectos clave que sí se comparte con otros empleados. Además de desmotivarnos, esto nos aleja de nuestras metas y objetivos. Solucionar este problema en la teoría es muy sencillo: sé transparente con tu equipo, comparte información de forma frecuente, y asegúrate de integrar a todos los miembros del equipo en los comunicados, fomenta el debate y permite que se hagan preguntas.

Collaboration tools play a crucial role in enhancing employee engagement by providing a platform for seamless communication and connection. In my previous organization, Yammer's (Viva Engage) Communities feature proved invaluable. With over 300+ interest groups, employees not only connected on shared hobbies but also facilitated activities like selling items, organizing treks, and even finding roommates. This example highlights how collaboration tools foster a sense of community, enriching the overall engagement experience.

Leveraging collaboration tools strategically fosters a sense of teamwork, essential for achieving shared objectives in dispersed or remote work environments.

Engaged employees are encouraged to properly use their skills in order to progress professionally. Talk to your employee about your career plan. Does the company exploit its full potential? Are there new projects he can work on and develop his skills? Discuss training and development opportunities that can help you progress within the company and provide clear and consistent feedback on how you can improve your performance.

Collaboration is something that is an integral part of employee engagement. Having engagement initiatives that can really drive the audience to participate rather than forced participation can help to make a real difference. You can use various team building platforms and tools for team activities in order to make and design some of the engagement activities.

I believe that learning is the engine of employee engagement. As an HR director, I've witnessed firsthand the transformative power of development opportunities. It's not just about having tools; it's about creating a culture where growth is valued and celebrated. When employees can visibly map their progress and receive recognition for their advancements, it ignites a drive that elevates the entire organization.

Fostering a culture of learning exists with all of the tools listed, but also includes others at your disposal. * Mentorship programs connect those with something to offer to others who have something to learn. Mentorship is based on sharing experiences and knowledge and are not tied to levels or age. * Learning can also happen through sharing of skills, content, and access to information. Invite someone to a meeting to observe. * Delegation at its core is teaching - I can teach you tasks, microtasks, projects and lead you on a path of ownership. The key is to have a plan and a path and make it part of performance management. What are the expectations for this time period and what are the opportunities to apply what you learn.

Engagement doesn't happen in isolation. Seek out shared learning experiences or create programs that allow solo learning to become collaborative. By having your team learn a new skill together, they are more likely to engage with it and apply it to future projects.

What we've seen work incredibly well for our clients is thinking of "wellness" a bit differently; instead of "what drives personal health goals?" answering the question, "what drives cultural health goals?" With our company (Campowerment), we meet that need with programs that center belonging as a key driver of cultural wellness (belonging is also in Maslow's Hierarchy as a personal need). So instead of: go grow and be better, individually, on your time, with this meditation app; it's grow and be better, together, on *our* time, with this live, interactive meditation session, which we debrief and apply to our work/life, as a group.

Consider this as a manager: Wellness benefits should be inclusive. Let me explain - if you only offer a gym membership, be aware that not everyone is able to use it due to their health condition. When picking a wellness tool, try to pick something that can be used by everyone. Ideally, ask your team before buying anything - make a survey with multiple answer choice. This way you can see all the options each employee can potentially be satisfied with, and only then you can pick a better option for your team.

Access to wellness tools is a great perk, but the key is in seeing leadership exhibit behaviors around wellness. Do you have the option the take a mental health in your PTO request system? Do you have company wide mental health days? Do members of your leadership team set aside time to practice wellness activities and talk about with their members? The benefits? Don't just pay for the tools, teach about them!

Another aspect to consider is financial health as well. Many people struggle to come up with a household budget and are struggling many delay doctor visits due to high copays/deductibles/Co-Insurance. Also, using lower contributions for employees who undergo their annual check ups and screenings will go a long way for both helping employee catch problem early which will lead to easier to treat conditions as well as lower shock claims.

Employees with friends at work are less likely to look for a new job vs those without. What are you doing for your team that encourages connection? Whether it's virtual or in person, make sure you have programming that allows your team members to get to know each other.

Asegura una cultura de reconocimiento constante donde las personas se sientan valoradas por la organización y por su jefe. Garantiza que las personas tengan un seguimiento de desarrollo frecuente y naturalmente los líderes hacen seguimiento a su plan de desarrollo. Fomenta una cultura donde se creen relaciones entre las personas lo que puede hacer que quieran aumentar su compromiso y engagement con la compañía

La mejor herramienta es el ejemplo y eso implica una revisión y transformación de la cultura que solo viene del equipo directivo en cascada. Sin lo anterior no hay compromiso pero si hay rotación, inconformidad, malos ambientes de trabajo, burnout y todo eso al final impactando de manera negativa la imagen de la organización y los resultados.

1. Open Communication Channels: First and foremost, create avenues for employees to express their needs, concerns, and challenges openly. 2. Assessment and Solutions: Evaluate the feedback gathered; solutions might range from training and career progression to recognition or enhanced communication and collaboration. 3. Utilize Tools for Gap Bridging: Employ HR tools and resources to bridge identified gaps. Develop a plan, discuss it with teams, and implement tailored strategies as one size does not fit all. 4. Continuous Adaptation: Regularly seek feedback, monitor progress, and gauge employee engagement. Be ready to adapt or change strategies based on evolving needs.

As an HR professional in order to boost Employee Engagement, many tools can be implemented such as: 1- Use different communication platforms that can facilitate the Communication and create a positive dynamic among employees. 2- Implement an Employee Recognition system such as a bonus based on the Employee's Performance, a reward system. 3- Work on Employees' career path by letting them visualize their development at the company and offer constant training programs. 4- Gather Employees' feedback through different surveys to improve the quality of service at the company. 5- Consider your Employee as a valuable asset who will lift the company up or bring it down. Remember the Employee is the internal client that should be taken care of.