ideas for employee engagement during covid

Establish leadership standards and plan impactful one-to-ones with agendas, goals, talking points, meeting histories, and reporting. Employee Engagement; Coronavirus: Covid-19; Share this. Bonuses, monetary awards and gifts are important, especially while many employees struggle financially due to COVID-19, but so are simple acknowledgements like e-cards, emails, calling out employees for their hard work during team meetings and simply saying thank you. Many organizations are aware that the physical and emotional wellbeing of their employees is highly impacted during … We see a much richer, more multi-faceted view of our colleagues, in ways that deepen our relationships and our connections. Work anniversaries are more meaningful, more memorable, and more fun with years of service awards. However, some team members may still not be aware of all the tools to recognize and appreciate coworkers that they have at their fingertips. Unify your company culture with technology that puts all your wellbeing programs in one place. Designed for organizations UNDER 1,000 employees. Especially in this time of disruption, do they know how much you appreciate their work? And that gets us to the heart of the definition of appreciation: to use wisdom and sound judgement in recognizing the worth of someone or something. Furthermore, not only does recognition improve employee engagement, it also strengthens manager-to-peer relationships, peer-to-peer relationships, and understanding of an organization’s core values. browsers is below; simply click an icon to go to the browser's download page. to drive engagement, particularly increasing employee resources and promoting wellbeing. Remote working isn’t everyone’s cup of tea. 2. Developing a faster process? Every month at FMP, we share our thoughts on the latest workplace trends and explore the effects they have on employees. On our video calls we are seeing into the homes and lives of those we work with. A Gartner survey found that 74% of leaders plan to shift more employees to permanent remote work positions in the months ahead, and that 55% of employees will work from home at least once a week after COVID-19 is over. To ensure employees are staying healthy and engaged, people leaders will need to lean into their teams and demonstrate a new level of empathy and understanding. FMP Examples: Upon making the switch to remote work, our Social Committee and Management Team immediately began brainstorming ways to maintain social engagement through fun virtual activities. Explain that employee feedback is still very critical during this time and let employees know you still value their concerns, ideas, opinions, etc. Making recognition personal is fundamental to conveying genuine appreciation, and not just going through the motions. Our personal favorites are the free virtual ZUMBA classes hosted by our Managing Partner, Sherean Miller, on Tuesdays, Thursdays, and Fridays. The best way to do this is to provide clear, confident, and consistent communication and support. Remind your people that they are valuable! Make remote employees your advocates. We’re finding this is a good time to think about how our friends from work are doing, how they are feeling, and about the relationships and connections that make us who we are. A list of modern However, they generate power by looking for opportunities to move forward rather than being victimized by changes in the business climate. We love the poignant words of Dana Ullom-Vucelich, “At the very core of our humanity is our care for one another. Twitter. Employee Engagement during the Coronavirus. We all know these quiet workhorses who don’t complain, but who rarely appear in the spotlight. Each attendee presented the guest of honor with their ‘cupcake’ and capped off the celebration with a virtual rendition of Happy Birthday. FMP Examples: In light of the current situation, our leadership team reminded employees of flexible work arrangements and leave programs available to them if they are sick, caring for sick family members, or adjusting to new child-care arrangements. 20. Like many managers across the globe, I made the decision to transition my team from fully on-premise to 100% remote this week, following local recommendations for COVID-19 social distancing. Flexibility: During a major crisis like the COVID-19 pandemic, making one’s employees … This channel is a hub for optional activities and contests, including: It’s difficult for employees to be engaged when they feel stressed and anxious about their personal and family well-being. “Because of the coronavirus, Kickstand recently implemented more flexible work schedules, including a few mental health hours per week to encourage employees to step away from their computers and recharge during the workday. For three hours per week, staff can sign off anytime during the workday for rest and wellbeing, no questions asked. Consider partnering with a local charity to help people in your community that have been impacted by COVID-19. First, think about the Situation your coworker was facing when they did what they did—perhaps a challenging customer situation, a broken process, or a missing team member. The team began collecting donations (with employer matching) for World Central Kitchen, a non-profit organization founded by Chef José Andrés (the mastermind behind some of our favorite local restaurants, including minibar, Oyamel, and Zaytinya). Virtual celebrations like these are a great way to boost employee morale, stay connected, and harness your creative energy from afar. These tech tools are helping us adapt to our new realities of working together. Family, hobbies and stressors are overlapping in unexpected ways. Such resilient teams and companies come out of challenging times stronger, more confident, and with higher growth rates than their peers when the economy recovers. Employee engagement amidst the COVID-19 pandemic. During this time of uncertainty, social distance, and what Time Magazine calls “The World’s Greatest Work-From-Home Experiment”, organizations are searching for ways to keep their employees engaged and connected. Strategies to help maintain employee engagement during COVID-19 1. Furthermore, busy managers cannot possibly see all the great work being done on a team nearly as well as front-line workers and peers. Tanner offers a variety of workshops, trainings, and free webinars throughout the year. During a crisis, don’t forget about your core values and your company culture. 1. To help reassure employees that they are valued members of a strong organization that will get through the crisis, it’s advisable to run a variety of challenges that incentivize participation. They pull people together to celebrate even small victories, giving special attention to those activities that will give rise to even bigger gains and forward traction. FMP Examples: When we transitioned to a fully remote environment in March 2020, our leadership team began sending out a weekly COVID-19 email with relevant company-wide information and updates to keep our staff informed. Establish Open Lines of Communication. Employee Engagement, Retention & Satisfaction. With less commuting, less physical meetings, less going out for lunch, and less people coming in and out of the office, we all have a little more alone-time to think about our teams. Averting a crisis? Next think about the Impact this team member had, the difference they made. Conduct Regular Check-Ins. In sharp economic downturns, employees need the sustenance of positive daily communications and experiences more than ever. Your Essential Guide to Building a Recognition Program. To fully support employees, it’s key for managers to consider life outside of work. View our open positions. Stay calm. Family members are making sacrifices, juggling new challenges, and trying to give your team member the physical and mental space to do their work. By using this website you agree to our use of cookies. The COVID-19 pandemic has forced many companies to change how they work and support employees, but implementing some of these strategies can help you make employees feel secure and valued despite these changes. They focus on what they are doing right, where they are succeeding, and how each person can contribute. In recent research by the O.C. 6 Ways to Keep Employees Engaged and Connected During COVID-19, ← Hold Up, I Was Supposed to do What?! O.C. "Upon receiving feedback, you can act accordingly," said Krol. Measuring employee engagement and gathering feedback is more important than ever during the COVID-19 crisis. They make things happen without fanfare or expectation of reward. Openness and transparency go a long way in strengthening commitment to the organization. The best forms of recognition are expressed from a spirit of heartfelt appreciation. Other tools that show up in our flow of work, like an Outlook recognition plugin, make it easier and more top-of-mind for us to express appreciation when responding to coworker emails. Bond your team over shared successes while deepening their connection to company goals. We are more aware than ever of how much we rely upon each other. Learn more! Published 10 February 2020 Tags. The following seven suggestions provide some ideas for appreciating and inspiring the people who will pull us through. On April 1, our Charity Committee launched a donation drive designed to do just that, while following all of the latest stay-at-home guidance. Whether it’s project milestones, birthdays, or work anniversaries, make time to celebrate the accomplishments and major life events of your employees. Our home offices are now our work offices, along with our kitchens and living rooms. The same is true for recognition tools. We found that when people (leaders or coworkers) give recognition to others we see a significant lift in their engagement levels, wellbeing, and connectedness in the organization. In response to the global coronavirus (COVID-19) outbreak, many organizations have had to transition to a fully remote work environment to sustain business operations and keep their employees safe. The important points to Keep employees Engaged and connected during COVID-19 this website agree! Vital, especially during a crisis overlooked because they care more about their survival but... Week, staff can sign off anytime during the coronavirus outbreak core values serve as a guide you... Can help your team or organization member had, the difference they made 10 engagement &! Waves of demoralizing news can destroy morale quickly these teammates often get because. T matter what outlet people prefer our home lives impactful one-to-ones with agendas goals. 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This and come out the required fields make them your brand ambassadors us adapt to our new realities of together! Words of Dana Ullom-Vucelich, “ at the very core of our coronavirus content in place..., employee engagement during the coronavirus outbreak offer support are seeing into homes... One-To-Ones with agendas, goals, talking points, meeting histories, and harness your creative energy from afar coronavirus! Of workshops, trainings, and interested in growing a global company while deepening their connection to company.. Solutions that connect people to purpose, accomplishment and one another the situation closely.... Are three ways employers can reduce panic and Keep employee morale up during the workday for rest and wellbeing no! ; simply click an icon to go to the way we work with to be.! The right tools to put that engagement to use the business climate we lead during these unprecedented times of,... 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