Although there is no ‘one size fits all’ approach employee engagement, four common themes have emerged. Taken together, they include many of the key elements that go to make successful employee engagement. They are:
1. Strategic Narrative
2. Engaging managers
3. Employee Voice
In a series of Videos Michelle Mook has contributed her thoughts and expertise alongside other regional ambassadors and leaders of Employee Engagement through the engage for success movement.
This time the experts focus on Employee voice – Click hear to view the video. Or read this blog to gain a quick insight into the discussion.
Health and wellbeing
Its important to ask how people are feeling about things. Life has been very different; people have been working differently – do we need to do things differently? For example, working from home – love it or loathe it, we need to think about people’s individual needs as we adapt our ways of working.
Provide a Forum
It is important to check in with people and talk openly and honesty about how people are feeling. Let people know it is OK to not be OK. This is true for managers and leaders too. It Is OK to show some vulnerability. Keep the connection with the team and the space to keep talking.
Diversity and Inclusion
Make sure ALL voices are heard. Make sure you are inclusive and listen to those that may not voice their thoughts openly.
Trust and Safety
To express your voice, people need trust and safety. If you are tired and worn out, or worried about your job, it should be safe to say so. If the psychological safety need is not met, people are more likely to say, “I’m fine”. Embrace technology
Provide a voice using technology to undertake surveys to enable feedback on how people are feeling. Use platforms to their fullest for example, MS Teams is not only great for meetings, it is helpful sometimes to keep connected all day long enabling regular interaction.
Listen and Act
Be prepared to listen to the employee voice. Get feedback, understand how things are done now and be open to change. We must listen and then make sure we act.
A strategic approach
The feedback received form the employee voice requires a strategic response, not a quick reaction. Consider how HR and communication can be more strategic to support this. Roles in your organisation may need to evolve to enable a more strategic approach.
The employee voice is not just individual voices. Your business may have a collective voice, for example trade unions, employee committees or councils. Make sure you build this relationship and listen to their collective voice.
Our reaction to feedback is critical. We must listen and respect what we hear. If we don’t, we will kill off feedback.
Interested in getting the view of your teams?
We offer a wide range of employee engagement programmes to enable you to gather the voice of your team with our confidential, bespoke and supportive approach. If you or your managers require any support contact us on email@example.com Click to see how we can support your employee engagement and employee voice.
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