People Operations Leader | Employee Experience Visionary | Creative Solution-Finder | Strategic Business Partner | Talent Developer
Employee Engagement
According to the study done by Bakker and Demerouti, 2008, the foundation of employee engagement is performance feedback, social support, supervisory coaching, autonomy, and appreciation. When it comes to an engagement strategy, I focus on building these factors within an organization, ensuring the people who influence each one has the skills and training they need to support an engaged workforce.
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Below are some examples of what I've put in place to support these factors.
Appreciation
In a busy job, it is easy to forget to express appreciation to the people you work with. To encourage this, I had an open "survey" where people could submit appreciation notes about anyone in the company. I would compile the responses and present them in a segment called "Kudos" for the next All-Hands Meeting. I would randomly choose 10% of the submissions to receive a gift card (also to encourage additional participation). After the meeting, I would send the notes to each receiving individual.
Performance Feedback
Regular feedback is important for engagement, but a lot of people have a hard time giving proper feedback. I developed a 1 hour workshop that would help with the foundational principles of feedback. This was coupled with additional tiered training and application practice.
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The workshop is best presented live, but feel free to take a look below at the presentation that I use.
Article I authored about Employee Engagement
"Engagement is about Care"
This is a topic I am very passionate about! The effort and know-how from Leaders is essential in creating an engaged workforce. I wrote this article to help leaders understand the foundational principles for employee engagement.