What are the best employee engagement initiatives to attract and retain top global talent?

Creating a workplace where people want to stay and thrive involves a few key things. Firstly, fostering a sense of connection and belonging through team-building activities and open communication is crucial. Secondly, providing opportunities for continuous learning and development shows that you're invested in your employees' growth. Recognizing and appreciating their efforts, whether big or small, goes a long way in making them feel valued. Lastly, offering flexible work arrangements accommodates different needs and makes your workplace more appealing. It's all about building a culture where top talents not only want to work but also want to stay and contribute their best.

Maslow 1943 - in this order... Fair compensation - if you can’t afford to feed your family, you can’t be inspired until you can. Pay fairly. Psychological safety. Where there is no trust, there can be no society. Prioritize transparency. Sense of belonging and inclusion. When you don’t feel valued for who you are, you get stressed, sick, and depressed. Focus on ID&E initiatives, removing bias, embracing differences. Self-esteem needs. We need to feel good about ourselves - recognized, valued, confident. This means promotions, nailing recognition, listening. Self-actualization. Once you’ve nailed 1-4, you finally get to what the business world calls the “actively engaged” employee - autonomy (remote work), growth, mastery and purpose.

In my experience, getting your culture and employer value proposition (EVP) right is the first step to attracting, retaining and motivating top talents. Your employee engagement initiatives draw from the above in addition to the following: 1. Fostering a sense of connection and belonging through team-building activities and open communication is important. An environment where employees have the freedom to express themselves in a healthy manner without fear of victimization. 2. Providing opportunities for continuous learning and development. 3. Recognizing and appreciating the value that each employee brings to the business; whether big or small and 4. Lastly, offering flexible work arrangements.

Competitive base salary Offer clear career paths Highlight long-term organizational growth Involvement in strategic decision-making processes Flexible work schedules Executive-level recognition programs Long-term incentives plans Premium health insurance & retirement plans

The best way to attract and retain top talent - global or otherwise - is to ensure that your recruitment and hiring policies and practicies are free from baked-in barriers that would prevent individuals from succeeding. To retain gained talent, employers must ensure that learning, development, as well as performance management practices, are free from systemic bias. One-off initiatives that are not data-based, and are untethered to analysis of any system (like your recruitment system, your hiring system, your PM system, etc) will not produce the meaningful change. Methodical evaluation of systems to identify the embedded barriers and then removing them...that is what leads to meaningful, positive, and lasting change.

For effective employee engagement, it's crucial to involve your employees in the initiative's creation. Co-creating initiatives empowers employees, as it values their insights and preferences. This involvement fosters a sense of ownership, commitment, and satisfaction. Methods to engage employees include surveys, focus groups, brainstorming, voting systems, and recognition programs. Their participation enhances your initiative's relevance and success.

5 things that I have found helpful are :👩🏼💻 >Diverse Employee Resource Groups (ERGs) >Virtual Team-Building Activities >Global Mentorship Programs >Employee Feedback Platforms >Global Collaboration Platforms

By co-creating with your key talent you can not only bring the best ideas to the table but increase engagement at the brainstorming stage itself by indirectly telling them that their opinions matter to the organization. This would also help later in the implementation stage when these co creators would act as key influencers in making the implementation of the ideas a success.

Your Employees are your top Brand Ambassadors. That is why we are measuring the eNPS. Use them wisely. They will speak about their job, the companies culture , their leadership. Give them something positive to talk about. Start with a small brand ambassador program, reward online presence, involve them in campaigns and use them as a voice.

This is why I love applying the design thinking process in employee engagement. Designing something without the end user in mind is destined for failure. This is why I love a listening tour. Asking people (preferably in a 1:1 setting...or something else that encourages psychological safety ) how they TRULY feel and what they TRULY need is the key to creating a program that actually meets their goals (and isn't that the whole point?!).

Ready for an engagement strategy that's as unique as your global talent? One size definitely doesn't fit all! 1. Personalized Flexibility: Tailor work arrangements to suit individual needs and locations. 2. Bespoke Learning Adventures: Offer learning paths that resonate with diverse career stages. 3. Wellness Wonderland: Design programs catering to cultural preferences for a healthy work-life blend. 4. Reward Extravaganza: Spice it up with rewards reflecting individual goals and achievements. Remember, it's not just engagement; it's a love story crafted for each talent, ensuring they feel seen, heard, and valued.

Driving employee engagement doesn’t happen just with HR. The most effective way is to involve employees and co-creating engagement activities which will suit to the needs and interests of different employee segments. We form up Employee Engagement Committee (EEC) where volunteers from cross functions idealize, plan, and execute initiatives together with HR team. Engagement initiatives should be personalized based on the needs of the organizations rather than doing a standard activities what other organizations are doing. Always listen to the employees to customize and personalize as much as possible before executing any initiative.

I love this point! Companies can have so much fun with this if they choose. A company that immediately comes to mind here is Riot Games mainly for their moniker for their employees aka "Rioters". Having a name for your employees is a small but powerful way to build employee loyalty that is often overlooked. Bonus points for taking this further. Their ERG Program is called "Riot Inclusion Groups" and their ERGs have fun names like "Riot Noir" (Black ERG) and "Rainbow Rioters" (LGBTQ ERG). Even their values, such as "Dare to Dream", have that that same daring/video gamey type feel to it that employees can embody. This is the power of internal branding and I think that it's grossly underutilized.

Attracting and retaining has everything to do with connection and that is only possible when you bond with the people you would like to attract and retain. Treat them as a guest, show respect and interest, ask questions, avoid assumptions, be open-minded, and always add a human touch. It is all about relation building in a spontaneous and heartfelt way.

In our research, we find that individualizing support for employees is incredibly important for their well-being, their commitment, and their engagement. Employees have a variety of need and personal situations that can not be addressed in a one-size-fits-all approach. Building a work environment that celebrates and supports the individual will positively improve engagement and set the team/org up for continued success.

Effective communication, whether top-down or bottom-up, is crucial for positive employee engagement and fostering a sense of inclusion in company decisions. Methods like 360feedback, brown bag lunches, senior leadership connects in key areas enable better understanding of employee perspectives. Leveraging social media for communication, appreciation, stories, and testimonials enhances employee satisfaction. Consistent updates through emails, intranet portals, or desktop apps ensure timely dissemination of organizational information. Engaging remote teams with online activities fosters unity. Hosting online town halls, leader sessions, or panel discussions on employee feedback showcases a commitment to listening and considering their input.

Communicating and celebrating employee engagement initiatives is so key. Communicating before, during and after the roll out of these initiatives is key to engagement. Letting employees know when to expect them, how it is going, how it went intensifies interest and increases engagement. What is important though is also obtain feedback on what worked, what did not work and what you need to do more of to increase engagement,

Employee Engagement is very very vast and takes a lot of constant effort. 1. Identify your company and the culture. 2. Hire people who can relate to the vision. 3. Let the communication flow through all the levels (good bad all communication) 4. Train and groom people 5. Make them responsible for the environment around. 6. 7. 8. 9. Oh my god there is a lot you can do here!!

Communication is the most important thing an organization should have. A good communication in in different aspects makes the employee feel that they are important and value their existence in the organization. Recognition is one way of showing them we value their work and contribution which boost their morale and their dedication to thrive and contribute more to the goals of the company.

Communication and celebration play pivotal roles in the success of employee engagement initiatives. They're the avenues through which you bring life to these initiatives. Regular, clear communication via diverse channels ensures everyone is well-informed and engaged. Moreover, celebrating achievements and contributions not only acknowledges individual efforts but also strengthens a culture of appreciation and motivation. It's like weaving a narrative that keeps everyone involved, informed, and excited about the journey toward a more engaged and vibrant workplace.

Enhance engagement initiatives with these steps: - Ongoing Assessment: Regularly gauge engagement and satisfaction. - Data-Driven: Use surveys, analytics, and employee feedback. - Measure Impact: Assess effects on performance and retention. - Adapt and Enhance: Make necessary adjustments for continuous improvement. - Keep your initiatives effective, aligning them with employee needs and aspirations.

In my opinion, continuous assessment and development are essential to successful employee engagement programs that draw in and keep top talent from around the world. Start by periodically evaluating the effectiveness of already-in-place programs using data analysis and feedback mechanisms. Utilize the knowledge obtained from improving initiatives to match changing employee demands and expectations. Encourage a culture of innovation and welcome suggestions for improvement from your staff. By means of this iterative process, engagement initiatives are kept dynamic, relevant, and attractive to top talent worldwide, thereby promoting a workplace environment that adapts to the diverse preferences of a global workforce.

It is crucial to acknowledge the possibility of bias or external factors influencing evaluations of initiatives. Additionally, it's essential to recognize that some employees may feel hesitant to share negative feedback. Finally, it's important to address concerns that frequent evaluations and adjustments could lead to inconsistency and confusion among employees.

Evaluating and enhancing the employee engagement initiatives is crucial for maintaining their relevance and effectiveness. It's akin to navigating by constantly adjusting the sails to stay on course. Measuring impact through surveys, analyses, and evaluations provides tangible data on the initiatives' effectiveness. However, going beyond numbers by seeking employee feedback on their experiences captures feelings and nuances, offering valuable insights for targeted improvements. This continuous loop of evaluation and improvement helps identify what works well and what needs adjustments, ensuring a constant evolution towards more engaging initiatives tailored to the changing needs of the employees.

Absolutely crucial! Regular evaluation is the compass that guides continuous improvement. It's not just about implementing initiatives but also about evolving them based on real-time feedback and changing dynamics. In my experience, creating a culture of continuous improvement in engagement initiatives ensures they stay relevant, impactful, and aligned with the evolving needs of the workforce.

To attract and keep the best people from around the world, offer them ways to grow personally and professionally. Let them work flexibly, like from home or with flexible hours. Create a welcoming environment where everyone feels included and supported, and also prioritize their mental and physical health too.

Need to design and implement employee engagement initiatives with perspectives: It is important that we develop touch points throughout the employee life cycle. Employee engagement is one of the core elements to enhancing employee experience. While we deal with multigenerational and diverse workforce there is a need to customize and bring individualize the experiences.

Bring your toughest projects to people who want to take them on and also those are are almost ready. Set the boundaries of what's expected with the work. Define success. Check in regularly to provide support or extra direction, when it's needed. And then STAY OUT OF THE WAY. Keep it on time, under budget, and celebrate the wins.

Hiring is a critical first step in building a sustainable, long-term relationship. It’s essential to choose candidates judiciously, ensuring their interests align with the core objectives of your business. Before extending an offer, it is crucial to evaluate how well the candidate’s aspirations for intellectual engagement, cultural fit, and growth potential match with the company’s vision. This strategic alignment helps in fostering a productive and harmonious workplace.

Attracting and retaining top global talent is essential for companies to grow and succeed. However, it can be a challenge for many companies due to the intense competition for skilled workers. In today's globalized economy, companies are constantly vying for the best talent from all over the world. Top talent are also looking for a welcoming and growth-oriented work environment. By aligning with their vision and values and promoting diversity and inclusion, companies can create a compelling employee value proposition (EVP) that will help them to attract and retain top global talent. This will lead to a more engaged and productive workforce, which will ultimately contribute to the company's success.