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Employee Engagement: Myth vs. Truth

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These two words are changing everything: “Employee Engagement”

Bombarded with ideas of what employee engagement means, struggle with how to implement this in our businesses. But many of these ideas are not authentic representations of what’s happening in our offices.

We’re debunking the myths employers often believe about Employee Engagement.

Myth: Higher compensation = higher satisfaction.

80% of workers don’t consider money a factor in engagement. While fancy compensation packages work for some, the majority of employees simply aren’t motivated by money.

Truth: Opportunity for growth is essential to employee engagement.

What does work, however, is when employees have a place to grow and learn. Many employees are disengaged because they lack challenging assignments or don’t see how their position plays into the overall mission and vision of the company. By providing a path to success, employers can motivate their employees through a sense of purpose when they walk through the door every day.

Myth: Employees love trendy workplace policies and perks.

We see perks like work from home policies popping up left and right, but is this really what employees want? Often these employees become victims of “out of sight, out of mind” by the very policy meant to incentivize them.

Truth: Employees want to be heard.

While offering remote working perks is great for some, the root of the issue is that employees want to be heard. With increasing diversity, it’s key that employers take the time to listen and understand the challenges of their workforce, and ensure that everyone feels like part of the team.

Myth: Every manager knows what it takes to engage employees.

The Association for Talent Development states that a “New survey finds that most managers enter the role without formal training.” It’s obvious that employee engagement, like other management skills, involves proper training and development which is simply not a focus in many of our business practices.

Truth: Every manager needs to learn how to engage employees.

There are so many things we think about employee engagement that simply aren’t true. As part of your onboarding practice, managers should learn the keys to employee engagement, starting with knowing the difference between employee engagement and employee happiness. New manager? Start here.

Myth: Non-cash rewards don’t work as well as cash.

Think a $50 bill is better than a pat on the back? Yes, there is a time and a place for putting your money where your mouth is; but, research shows that more and more employees are seeking recognition and rewards above monetary compensation.

Truth: Recognition and rewards improves business results.

Bersin & Associates, through extensive research, proved that employers who implement employee recognition practices produce 12 times more business results than their counterpart. This evidence is huge in not only showing the importance of recognition on employee engagement, but also its impact on the overall success of our business.

Don’t let what you think about employee engagement trump the realities of what your employees want.

Team Building Activities Just in Time for Summer!

The sun beams down warming your face through the window. You can smell the fresh air peeking through as you take a sip of your iced tea, relaxing in your chair. Your eyes wander and your mind is clear. Summer is here.

But, unfortunately, this isn’t you on a tropical vacation. This is the distraction of summer making its way into your office. As the temps warm up, our minds tend to dream of greener pastures.

Don’t fight the feeling: take your work and your team outside and engage in some fun team-building activities.

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Fox Business states, “When the global marketing firm McCann WorldGroup surveyed 7,000 Millennials in 2011, it found more than 90% of those surveyed rated “connection and community” as their greatest need.”

I know what you’re thinking, but we aren’t talking about blindfolding someone and leading them through a maze or practicing trust falls. These age-old activities are outdated and more likely to make your team groan. True team-building happens when you have fun, laugh and share an experience together.

Here’s a few ways to build up your team this summer:

Give Back

Take some time this summer to give back. Encourage employees or coworkers to volunteer in the community. Find ways to give back at volunteermatch.org or catchafire.org. In fact, when employees spend their time on other people, they often feel like they have more time to spare!

Ready, Set, Sports

There are many ways to use sports to bring your team together. Grab your colleagues and join a city league. David W. Ballard of the American Psychological Association says this of teams who practice physical activities together, “Employees have lost weight and report a higher awareness of wellness issues, strengthened sense of community, improved morale, and increased motivation.”  For the observers, check out a baseball game or cheer on your company athletes as they go for the gold.

Strap On Your Fanny Packs

Summer is the perfect time to explore your city. Visit famous monuments, tour a museum or hop on a Segway tour. You’ll create memories and learn something along the way.

Learn Something New

For many offices, summer is a slow season. Take the opportunity to learn something new together through professional development courses or attending a conference. This will leave your team rejuvenated and impassioned upon returning to work.

Save money on your next office adventure with exclusive tickets, entertainment and even local discounts through PerkSpot!

Thursdays are the New Fridays

It’s no secret that the workplace has changed dramatically in the last 50 years. There are 53% more women in the workforce, The Family and Medical Leave Act allows employees to take up to 12 weeks of unpaid protected leave, and minimum wage has increased dramatically. It’s pretty amazing to see the progress we’ve made, but there’s one change that’s yet to make its way to the U.S.: The Four Day workweek.

In many European countries, four-day workweeks are the rule, not the exception. The Netherlands boast average annual wages of $47,000 and average only 29 hours of work per week. But for many companies in the U.S., the trend remains that working longer hours means an increase in productivity. But what if this isn’t the case? Whatever happened to “less is more”? Can this apply to our workplace?

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No Time to Waste

Let’s be honest, there are plenty of times we procrastinate on projects or reschedule meetings until the last possible minute. With shorter workweeks, employers have found that there is less time to waste, so workers are more likely to remain focused and motivated. And for those who still need those 40 hours, some businesses have incorporated the four-day workweek by simply working longer hours during these four days. Workers then have the weekend to catch up on errands, spend time with loved ones, and get refreshed for the next week.

Thinking About Making a Switch?

Keep in mind these “Dos and Don’ts” for a successful transition.

Don’t: Make it a seasonal thing.

Some companies tend to offer shorter, summer hours, which is a great start, but often employees start resenting those days when they have to stay until five instead of leaving at three, or whatever the case may be.

Do: Make it a regular thing.

Spring, Summer, Winter, Fall – you wouldn’t require your employees to work only one part of the year, so why shorten their hours only during summer? To increase motivation year-round many companies start by offering a shorter workweek even in the winter months.

Don’t: Go all in.

Incorporating the four-day workweek means a huge change in the office, so make sure you think before you leap. Don’t make the change overnight but give your employees time to adjust.

Do: Take baby steps.

When it comes to big changes at the office, it’s best to take baby steps. For example, some employers start by having early release on Fridays instead of jumping right into the four-day workweek. They then examine productivity and employee engagement levels to ensure the plan is right for their office environment.

Don’t: Stay silent.

You may know the famous quote “Where there is no vision, there is no hope”. Don’t just make the change without stating the whys, whos, and hows.

Do: Provide clarity on the “fifth day”.

Are employees expected to be available on the fifth day? What extra work does this require for the other four days? It’s important to think through all the questions employees may have and provide clarity before incorporating this new policy. There’s nothing more frustrating than walking in the dark, so if you’re thinking about making the switch, be sure to shed light on the new changes.

Keep Employees Happy

One of the challenges many human resources departments face is keeping employees happy and engaged. Training new talent is expensive and time-consuming, so when focusing on employee retention, many companies are beginning to consider the four-day workweek. For companies that cannot afford raises or other employee benefits, this can be a great perk to offer employees who have been loyal to the company.

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Be a Better Leader

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Many of us have an innate desire to inspire others like Martin Luther King, Jr., change the world like Bill Gates, or save lives like Marie Curie. But before they became these great world-changers, they all lived very ordinary lives. There are traits each of us can develop in our everyday lives to be a better leader and inspire those around us.

Practice humility.

Humility is a lost art in our culture. We are quick to seek recognition and put our own needs before others. But great leaders start by first serving the people around them. Ask yourself how you can better serve your team. Be transparent and apologize when you make mistakes. Demonstrate a willingness to learn – a teachable attitude goes a long way.

Stay positive.

This can be particularly tough even in the greatest of work environments. The stress of work and home often cause us to focus on the negative. Try starting your day by writing down three things you’re grateful for. This positive attitude will carry you throughout your day and others will be inspired by your optimism. And when issues arise, focus on finding the solution instead of the problem.

better leader perkspot culture

Be yourself.

Having a boss or colleague who is “all business, all the time” gets stale very quickly. Take time to get to know your teammates and share personal anecdotes. Invite them to watch the game or workout together. You don’t have to unload your whole life story, but letting them in is a great way to show you care and you’re interested. They’ll appreciate your vulnerability and respect you more for it.

Challenge the status-quo.

One thing all great leaders have in common is that they push the limits. Don’t be afraid to speak up when you think things (or people) can be better. Great friends and great coworkers challenge each other to think deeper and go farther.

Have tips for being a better leader? Let us know in the comments!