why is employee engagement important?

We believe the employees of the future are looking for more than just a paycheck; they will seek purpose in their work and want to work for companies that operationally align with their values. Our employee engagement approach begins with this simple premise: most employees want to put their skills into action, and feel like what they do on a daily basis should serve an important function in the enterprise. 

So, how then can you ensure that you have the commitment from your people on not only the large scale transformation programs you're going through but also the day to day operational aspects of the business? We believe that the fundamental success of your people is grounded in community.

We believe that building a sustainable community of employees who proactively add value to the strategic mission of the organization leads to rapid value creation.

There are three primary areas of interest within Employee Engagement that we feel strike at the heart of our offerings. Within these areas there are overlapping, non-linear threads, but we've separated the offerings according to their core purpose.

STRATEGIC ENGAGEMENT

Answering the Why - The future of work at your organization should be designed with the help of your employees. The workforce of the future is going to require more than a paycheck to be productive and engaged. They want to feel like their work has meaning, that they understand why they are doing what they are doing and how it fits into the larger enterprise.

Transformation - There are no hard lines between our core capabilities. As such, all of our transformation offerings will engage your employees in a way that drives serious value for the organization. Yes, high quality solutions get created, but employees will also come away with a strong sense of alignment and ownership of the strategic direction the organization wants and needs to take.

Strategic Mandates - Instill and reinforce strategic mandates on an ongoing basis. The right engagement methods and communication will result in the strategy's overall effort taking less time and less money. These offerings can often be created as templates for easy, ongoing, and sustainable use at any point in time.

COMMUNITY ENGAGEMENT

Employee Experience - Reinvest in the workplace of the future to drive employee satisfaction and enthusiasm. Immersive, information-rich experiences have been proven to  drive alignment, commitment and engagement because they touch the mind, body and heart. The traditional town halls, roadshows, on-site and off-site meetings can all be re-designed for maximum employee involvement and high impact participation.

Community Building - fostering employee accountability and ownership through enabling peer to peer knowledge sharing is the lever that allows organizations to achieve more with the same dollars. If you concentrate on building community within your organization, you are effectively creating the foundation that will see you through all sorts of change.

Culture Shift - Some organizations need a culture change or they need to strengthen the existing culture to be able to support the strategic mission and goals of the company. Cultural transformations are the hardest to achieve but once successful, are what make organizations unstoppable. Part of this shift occurs through successful community building but also requires major disruption to the current way of working and communicating.

COMMUNICATION AND INFORMATION DESIGN  

Transformation - All forms of communication include designing information (in a particular format for a particular audience). However, the more transformational the communication is (meaning how much impact it can carry) depends entirely on the degree of effort that has been invested in designing the information (i.e an infographic will always have more impact than an email newsletter). Building and maintaining the effort needed for successful transformation requires careful, thoughtful design across the entire lifecycle of the transformation to pick the highest impact forms of information and communicating them in the right way, to the right people, at the right time.

Knowledge Sharing - Not all communication and information artifacts are needed for large scale transformation purposes. Strategic comms are important at specific times as an on-demand basis. These offerings are extremely helpful as learning tools which explain in visual and media formats the way things work within different parts of the organization. They can be instrumental in technology groups who have to relate complex systems to end users or the business at large. Strategic comms can form a library of products for use over the long term to various stakeholders.

Operational - Annual plans, quarterly/monthly progress and on-demand communication is always going to be necessary and will always require a budget to execute. A better way to spend your communication dollars would be to build a template of innovative communication components that can be used over time and distributed in faster more mobile-friendly ways.

Measuring Engagement - Set up a mechanism to receive feedback so you know how people feel about the experiences and communication they are receiving. People are more engaged when they have a voice and are encouraged to speak their minds. You can mine this information to create even richer experiences for your employees.