Looking back at employee engagement, we get a real appreciation of how work priorities have evolved in organizations. Indeed, we went from focusing on results to truly valuing the employees.
Employee engagement can certainly be defined as an emotional and intellectual commitment to the company. It is based not only on trust, integrity, two-way communication but also on commitments between an organization and its members.
A Little bit of history about employee engagement
Dessler et al. (2000) identified three levels of employee engagement.
1.Interpersonal citizenship behavior: It refers to the willingness to assist co-workers in completing job assignments;
2. Organizational citizenship behavior: It describes the readiness of employees to accept and follow the organization’s rules and give their best in the company’s interest;
3. Task/Job citizenship behavior: It represents the employee’s attitude towards task completion and consequently their ability to put in extra effort.
As Human Resources Professionals in RightCom, one of our focus is #EmployeeEngagement. It is a significant contributor to RightCom’s success in numerous ways like in daily performance, excellence at work, annual accomplishments, customer experience, employee experience and financial success.
Certainly, research is now seeing a direct connection between employee engagement and key performance metrics such as productivity, profitability and retention.
RightCom’s strategy for employee engagement
RightCom based its strategy for employee engagement mostly on constant communication, excellence, collaboration, fun and recognition.
We are proud and lucky to have colleagues who exude doggedness, gravitas and panache in their work. They demonstrate great passion, dedication and selflessness in their work. This period of remote work did no harm to their engagement as a result of our strategy.
5 critical steps
We ensure employee engagement at RightCom by taking these steps:
1) Firstly, we set goals in each department for everyone while reinforcing autonomy and accountability.
2) Secondly, we have daily and weekly meetings with the colleagues. We make sure that they are updated, informed and reminded of all necessary measures to stay safe and work in excellent conditions. After all, safety remains our utmost concern.
3) Thirdly, we have weekly games like icebreaker questions, fastest fingers, puzzles, mind games. It has strengthened our work relations as well as help us let off steam. We got to know each other better and we even rewarded some colleagues with cash gifts, Amazon gift cards and so many other tangible gifts thanks to those games.
For instance, Internal surveys revealed our employees always look forward to those playful times. It brings us closer even when we are physically apart;
4) In addition, we created the #OpenConversation Rendez-vous, where the management answer all employees’ questions on different topics. We were also able to create a safe place for all to express their concerns or just share ideas;
5) Finally, We provide different types of trainings. We gave technical and non-technical trainings in order to keep our promise of helping each other grow as individuals. Above all, a lot has been achieved in this period like new products or feature launches, customers and employees’ satisfaction.
At the same time, we even had to reorganize the company within a short period of time and we did smoothly.
Conclusion
In conclusion, we rise in keeping true to our company’s values. We provide opportunities for development, growth, rewards and recognitions.
However, employees can only feel engaged if they are led by managers who are engaged too. If you give your employees authenticity, transparency and trust, they will repay you by being highly engaged. In other words, be engaged to have them engaged.
