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19 Employee Engagement Activities that Keep Employees Happy

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  You want employees who are excited to come to work and ready to contribute. Engaged employees are good employees, and they’re the type who make your job easy as a manager. But it’s on  you  to create an environment that  fosters employee engagement.  Without strong leadership, employees will be reluctant to get invested in their company. They look to you for cues. If you focus on employee engagement and motivation, they will too. There are a host of activities that can boost motivation and encourage ownership among employees. Budget the time and resources to engage in these activities and take the first steps towards an employee-first environment. Table of Contents What is employee engagement? Why does employee engagement matter? Fun employee engagement activities 1. Workplace parties 2. Learning lunches 3. Employee games, tournaments, and competitions 4. Special days 5. Training 6. Recognition programs 7. Sporting events 8. Team-building activities 10. Fundraisers and charity days E
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cynicism

  cynicism Burnout is a workplace syndrome characterized by three core attributes: 1) energy depletion or exhaustion, 2)  a cynical or negative attitude toward one’s job, and 3) reduced professional efficacy. That second attribute, workplace cynicism, may be the least-understood aspect of burnout in part because of its complexity. In contrast to exhaustion and diminished efficacy, whose causes and effects are relatively straightforward, cynicism can be caused by a number of workplace factors, and it can be expressed in a broad range of emotional states and behaviors. Cynicism is dangerous to both individual and organizational health and can also spread rapidly throughout teams through a phenomenon known as “emotional contagion.” It’s possible to improve even deep-seated cynicism — and better yet, to prevent it from infecting your organization in the first place. https://hbr.org/2023/05/has-cynicism-infected-your-organization
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A dollar invested in technology stays even as a dollar invested in people can leave ...

  A survey of almost 900 customer service reps revealed that while some employees outperformed others, it wasn’t because of their level of experience. Instead, what mattered was if their  technology  connected them to the information needed to complete their tasks. Leaders have long focused on traditional talent management strategies. But as they make progress on their automation efforts and face a competitive labor market, these strategies are no longer sufficient. Leaders must shift their focus towards enabling customer-facing employees with technology, allowing them to broaden their talent pool and better support the employees they are able to attract. And, because a dollar invested in technology stays even as a dollar invested in people can leave, leaders can retain more of their investment in the face of high attrition. Therefore, technology must sit at the heart of future talent strategies — doing so will reset the bar for entry level talent for the full article , please visit ht
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Human Energy Crisis https://www.fastcompany.com/90901292/how-leaders-can-address-the-human-energy-crisis Kathleen Hogan, Microsofts’s chief human resources officer, recently sounded  the alarm that businesses today are facing a “ human energy crisis. ” Workers in virtually every occupation are “languishing, feeling burned out and exhibiting emotional detachment” says Hogan, asserting that because workplace managers have profound influence over their employee’s energy levels, it is essential that they make a pronounced pivot in how they lead in the post-pandemic era. From 2021 through 2022—just two years— nearly 100 million  American workers quit their jobs. And this trend has continued into 2023. Fortunately, there are steps teams can take to address the human energy crisis.    LEADERS NEED TO ADAPT  “There’s no time when it’s been more important to have great managers than right now because leadership in general is more difficult than it’s ever been,” Jim Harter, chief scientist at Ga
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The Eisenhower Matrix tool for prioritizing the tasks

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  The Eisenhower Matrix is a task management tool that helps you organize and prioritize tasks by urgency and importance. Using the tool, you’ll divide your tasks into four boxes based on the tasks you’ll do first, the tasks you’ll schedule for later, the tasks you’ll delegate, and the tasks you’ll delete. . What is the Eisenhower Matrix? The Eisenhower Matrix is a way to organize tasks by urgency and importance, so you can effectively prioritize your most important work.  Dwight D. Eisenhower—the 34th President of the United States and a five-star general during World War II—presented the idea that would later lead to the Eisenhower Matrix. In a 1954 speech, Eisenhower quoted an unnamed university president when he said, “I have two kinds of problems, the urgent and the important. The urgent are not important, and the important are never urgent.”  Stephen Covey, author of  The 7 Habits of Highly Effective People , took Eisenhower’s words and used them to develop the now-popular task m
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How to improve Employee Engagement

How to Improve Employee Engagement: 16 Ways If you’ve noticed a change in your team’s engagement or are just getting acquainted with how to improve employee engagement, there are steps you can take to quickly make a positive impact in your office. We’ve put together a list of  strategies  to improve employee engagement in your workplace. EMPLOYEE ENGAGEMENT TIPS . Model your core values and mission. . Ask for and learn from feedback. . Make sure your managers are engaged. . Set up volunteer activities. . Support employees’ physical and mental health. . Recognize and reward top performers. . Send frequent employee engagement surveys. . Plan company outings. . Create employee resource groups. . Encourage passion projects. . Fine-tune your onboarding process. . Provide professional development and career path options. . Offer training opportunities and programs. . Remove unnecessary tasks from workflows. . Give employees flexible work situations. . Equip managers with employee engagement
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