Human Resources | February 6, 2017

8 Easy Steps to Build a Culture of Engagement

By: Richard Cheeseman


As the labor market tightens, retaining key employees often depends on how well you keep them engaged. The Oracle Human Capital Management Global Survey shows that many factors come together to shape and influence effective employee engagement. 

Getting employees engaged involves more than strong leadership, the right technology, or effective rewards, although those factors help. Today’s employees are committed to their organizations when the entire work experience is engineered to form a culture of engagement. That means leaders understand how various parts of all employees’ work experience influence their experience as a whole, and they actively work to improve all factors that help inspire and engage your employees. 

If you’re ready to build an effective culture of engagement in your business, here are eight steps to get you started.

  1. Maximize digital processes throughout the employee experience. Carefully look at how experiences at every stage of the employee lifecycle could be improved digitally, including recruitment, self-directed onboarding, and development. Employees use one online portal to access HR data and forms, including job applications, mobile onboarding, and training and development programs. These programs are supported with robust video content. And the system works: voluntary employee turnover has dropped to significantly below the industry average.
  2. Make development make sense. Each employee’s development should be linked to his or her personal goals, the organization’s performance requirements, and available progression opportunities. An integrated HCM system makes it easy to match these requirements to ensure that employees aren’t wasting their time on training that doesn’t meet their needs or the needs of the organization. For instance, many HCM systems let employees map multiple career path scenarios, review skills required for various positions, evaluate their skill gaps, and inform them of opportunities to learn or practice those missing skills.
  3. Re-examine performance goals. It makes sense to link employees’ job performance to financial rewards, but employees will be more engaged if they have greater motivation than money. HR leaders should also consider whether each employee’s performance goals are also aligned with his or her own values and the values of the organization.
  4. Enable direct interactions among leaders and the workforce. According to the Oracle HCM Global Survey, strong, active leaders are a vital component of the employee engagement experience. Rather than keeping leaders separated from the workforce, employers with highly engaged employees allow for frequent interactions between leaders and their reports. .
  5. Align values. Today’s workers want their work lives to be an extension of their personal lives, and they seek fulfilment in their careers by working toward goals that matter to them. That’s why it’s crucial to create a culture where employees can live their values at work and home. That may mean offering flexible work spaces, planning after-work social gatherings, and organizing opportunities for employees to get involved in community service projects together. Figure out what’s important to your employees and find ways to incorporate their priorities into your workplace culture, and they’ll be more engaged. 
  6. Make it clear that every person matters. HR leaders earn seats at the executive table when they understand how to align every employee’s role with the needs and goals of the organization. And when every person’s role is tied to a strategic company objective, everyone understands that he or she is vital to the company’s mission. To accomplish that, keep roles aligned with business needs, and ensure that all employees can see how their efforts help the business achieve its goals.
  7. Provide everyone with opportunities to learn and develop. Employees should always feel that they’re working toward something greater—such as a more skilled version of themselves. And they should be able to see where their development plan is taking them.
  8. Take an active interest in employee well-being. HR leaders must work to understand what employee well-being involves (which may be different for various groups of employees). Once leaders have determined those needs, they should strive to make everyone’s working lives as comfortable as possible.

If you want to learn more about the Oracle HCM Global Survey or read more about developing a culture of employee engagement, download the complete report now

Richard Cheeseman is director of HCM applications marketing for Oracle.

This is a syndicated post, view the original post here