{"id":6804,"date":"2019-01-31T08:04:44","date_gmt":"2019-01-31T16:04:44","guid":{"rendered":"https:\/\/bwblogdev.wpengine.com\/ways-craft-ultimate-employee-engagement-strategy\/"},"modified":"2022-12-16T09:47:38","modified_gmt":"2022-12-16T17:47:38","slug":"ways-craft-ultimate-employee-engagement-strategy","status":"publish","type":"post","link":"https:\/\/www.betterworks.com\/magazine\/ways-craft-ultimate-employee-engagement-strategy\/","title":{"rendered":"5 Ways to Craft the Ultimate Employee Engagement Strategy"},"content":{"rendered":"<p>To put it in simple terms, annual engagement surveys are ineffective. In some cases, they do more harm than good to <a href=\"https:\/\/www.betterworks.com\/what-are-top-companies-doing-with-employee-engagement\/\">employee engagement<\/a>. Collecting feedback and people analytics at a single point in time about what transpired over the full course of the year is simply insufficient.<\/p>\n<p><!--more--><\/p>\n<ul>\n<li><strong>Annual engagement surveys are inaccurate. <\/strong>They only really give employers a snapshot of how their employees are feeling at the time of the survey, not what the employee was feeling at key intervals throughout the year.<\/li>\n<li><strong>Annual engagement surveys are time-consuming.<\/strong> A typical annual engagement survey contains 100 questions (or more!). This is because employers are trying to cover 365 days (workdays and weekends) into one singular questionnaire. The survey drastically reduces productivity because it takes workers extended periods of time to complete it.<\/li>\n<li><strong>Annual engagement surveys don\u2019t lead to lasting change. <\/strong>An employer\u2019s impulse to negative<a href=\"https:\/\/www.betterworks.com\/magazine\/6-reasons-anonymous-employee-feedback-will-improve-engagement\/\" target=\"_blank\" rel=\"noopener noreferrer\"> feedback from employees<\/a> is likely to try to put an immediate band-aid on the problem. The reality of annual engagement survey failure is this: positive change needs time and proper, continuous nurturing to grow and develop.<\/li>\n<li><strong>Annual engagement surveys don\u2019t give a clear picture.<\/strong> The truth is this: employees may not provide the most truthful answers, even if the survey is anonymous.<\/li>\n<\/ul>\n<p>The annual engagement survey needs to be replaced with a real-time, <a href=\"https:\/\/www.betterworks.com\/employee-action-plan-examples-to-jumpstart-your-engagement-strategy\/\" target=\"_blank\" rel=\"noopener noreferrer\">ongoing engagement<\/a> strategy. The need for this type of strategy exists because engagement is as diverse in its needs as your employees are in their unique perspectives. To more accurately take the temperature of <a href=\"https:\/\/www.betterworks.com\/magazine\/12-employee-engagement-ideas-to-keep-your-team-happy\/\">employee engagement<\/a>, satisfaction and morale each year, a real-time continuous assessment process is needed for your <a href=\"https:\/\/www.betterworks.com\/employee-action-plan-examples-to-jumpstart-your-engagement-strategy\/\">engagement strategy<\/a>.<\/p>\n<p>Based on <a href=\"https:\/\/www2.deloitte.com\/insights\/us\/en\/deloitte-review\/issue-16\/employee-engagement-strategies.html\" target=\"_blank\" rel=\"noopener noreferrer\">The Simply Irresistible Organizational Framework<\/a> by John Bersin and Deloitte Insights, here are 5 ways to ditch the annual engagement survey and build the ultimate engagement strategy:<\/p>\n<h2>Meaningful Work<\/h2>\n<p>Creating meaningful work means powering up your employees with increased autonomy, decision-making and freedom to govern their role. People become less productive without a defined purpose for their efforts. Giving them mastery over their role enables them to reach higher, develop their skills and feel empowered and important in the work they do.<\/p>\n<p><strong>How to replace your annual engagement survey strategy with this:<\/strong><\/p>\n<ul>\n<li>Create actionable insights and a progressive goal-setting track from employee feedback. Enable growth and development within their job function and the workplace as a whole.<\/li>\n<\/ul>\n<h2>Hands-On Management<\/h2>\n<p>The role of management in <a href=\"https:\/\/www.betterworks.com\/12-employee-engagement-ideas-to-keep-your-team-happy\/\" target=\"_blank\" rel=\"noopener noreferrer\">improving engagement strategies<\/a> comes in many different stages: goal-setting, coaching and mentorship, leadership development and performance management. What each of these has in common is they also focus on engaging management in the same way as employees. They\u2019re employees <em>and people<\/em> of the company too!<\/p>\n<p><strong>How to replace your annual engagement survey strategy with this:<\/strong><\/p>\n<ul>\n<li>Structure layers of development programs to give managers the ability to grow, train others and facilitate further growth and development. More importantly, <em>invest<\/em> in the development of management and employee teams.<\/li>\n<\/ul>\n<h2>Positive Work Environment<\/h2>\n<p>It\u2019s a fact: positive, flexible, diverse and inclusive work environments <a href=\"https:\/\/ceoworld.biz\/2018\/02\/27\/how-employee-engagement-and-diversity-are-tied-together\/\" target=\"_blank\" rel=\"noopener noreferrer\">improve employee engagement, satisfaction and morale.<\/a> Employees want to feel welcome and accepted in their workplace, and only real-time feedback and continuous conversation can provide the solution.<\/p>\n<p><strong>How to replace your annual engagement survey strategy with this:<\/strong><\/p>\n<ul>\n<li>Build 360-degree feedback between management and employees. Sparking these conversations opens trust-building relationships and transparency to scale across your entire organization.<\/li>\n<\/ul>\n<h2>Growth Opportunity<\/h2>\n<p>Employees want to grow and develop. No one wants to feel stuck in their job with no way to advance or learn new skills. Providing them training and support on the job, facilitated talent mobility and self-directed, dynamic learning adds value to their role and diversifies their skills. In other words, it\u2019s the foundation of re-emphasizing the value of employee\u2019s continued growth.<\/p>\n<p><strong>How to replace your annual engagement survey strategy with this:<\/strong><\/p>\n<ul>\n<li>Create a high-impact learning culture for employees to cross-train, develop new and existing skills and obtain new technology certifications.<\/li>\n<\/ul>\n<h2>Trust in Leadership<\/h2>\n<p>Employees need a strong mission and purpose to drive their passion. Who doesn\u2019t love feeling proud of their work? This mission and purpose promotes continuous investment in people. More importantly, the mission needs transparency and honesty to drive true, organic inspiration in employee hearts and minds. All of these elements tie back to the key concept of trust \u2013 that employees can trust their leaders to direct the mission and value of the work they do.<\/p>\n<p><strong>How to replace your annual engagement survey strategy with this:<\/strong><\/p>\n<ul>\n<li>Design a universal mission for your business and the work you achieve. Use it to inspire your workforce to believe in the company, adding fulfillment to their roles within it.<\/li>\n<\/ul>\n<p>Real-time, actionable and continuous surveys, engagement efforts and insights help build trust and rapport with employees because they show employees that you\u2019re investing in their job satisfaction. The key to employee feedback is listening with the intent of doing \u2013 creating lasting change and being open and transparent when certain things can\u2019t change. Employees are more engaged when they feel valued in their role, in the work they do and as a part of their team.<\/p>\n<p>Betterworks Engage\u2019s real-time, mobile engagement solutions connect your workforce to create SMART insights, better engagement strategies and an improved employee experience. <a href=\"https:\/\/www.betterworks.com\/mobile-employee-engagement-employee-appreciation-day\/\" rel=\"noopener noreferrer\">See the power of mobile, on-the-go employee engagement!<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>An ongoing engagement strategy enables meaningful work, breeds trust, and offers growth opportunities.<\/p>\n","protected":false},"author":45,"featured_media":77029,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","content-type":"","inline_featured_image":false,"footnotes":""},"categories":[236,3307],"tags":[],"featured_location":[],"industry":[],"class_list":["post-6804","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-performance-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v18.1 (Yoast SEO v23.9) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>5 Ways to Craft the Ultimate Employee Engagement Strategy<\/title>\n<meta name=\"description\" content=\"Put the annual engagement survey in the trash and see how real-time continuous engagement drives lasting change today!\" \/>\n<meta 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