Party and Event Planning with Speed Raceway

Drive workforce engagement, or get left behind the curve.

Posted by Brandon Whiting

Oct.19, 2015 7:09 PM

Use corporate events to make your staff smile.

For decades, businesses have operated under the precept that strong leadership can navigate any changing tide. However, according to Deloitte’s 2015 Global Human Capital Trends survey, the rapidly evolving dynamic between employers and employees can stress even the most capable leaders if organizations don’t rethink how they manage, evaluate, and reward their people. While building strong leadership remains paramount to every business, this year’s findings show that “culture and engagement was rated the most important issue overall” for corporate groups and employees alike. Not only that, the study shows that a significant gap exists between the importance of this issue and the readiness and ability of most company’s to address it.

The survey illustrates how “today’s employees are more like customers or partners than subordinates. Websites like Glassdoor, LinkedIn, Facebook, and others not only increase transparency about a company’s workplace; they make it far easier for employees to learn about new job opportunities and gain intelligence about company cultures.” This is further compounded by the fact that almost half of today’s workforce is made up of a vastly different millennial generation who, as stated in a Forbes article written by Katherine Reynolds Lewis earlier this year, “yearn to work for managers who treat them fairly and respectfully, to form positive connections with colleagues and feel proud of what they do and its impact on the world.”

Although many companies are revamping their entire strategy on employee engagement, the average business can make huge strides just by instilling these two key concepts into their core ideologies.

Make it a priority:

By simplifying organizational goals and making overall culture and engagement one of your top priorities, companies can shift the baseline attitude of their workforce without causing people to feel overwhelmed. The last thing your people want is more talk and less action. Seeking out and celebrating small areas of success more frequently versus waiting for huge triumphs helps to establish positive momentum.

Best Practice: Make sure group leaders are aware that how well they keep their teams engaged will be an important measurement of their own success. As the Deloitte study suggests, “give managers the authority to recognize and reward employee performance throughout the year.”

Get your people to love their jobs!

Set “Good Work” Goals:

Howard Gardner and William Damon conducted research at Stanford University in which they compare an employee’s sense of “good work” with their level of overall performance at their jobs. To them, good work meant doing work that was engaging, personally meaningful, as well as something that they believe in and wanted to do. For the average employer, this can be accomplished by empowering people at all levels to take ownership in their work. Foster creative thinking and welcome feedback throughout individual and team projects. Hire and reward workers that want to be there.

Best Practice: By shifting performance standards to include job enjoyment, attitude, and willful engagement in company activities, organizations can highlight a new standard of excellence. Obviously excelling at core job responsibilities will never cease to be important. However, all too often we single out well-performed tasks done by miserable people. Prove to your staff that good work can be done by happy people by recognizing it and rewarding it when it happens.

Corporate Team Building Events

Whether you accept it or not, your corporate environment is changing. Ultimately the success or failure of most companies will be dictated by how well they engage the workforce they employ. “Business and HR executives must understand that highly engaged companies attract the best talent, have the lowest voluntary turnover rates, and are more profitable over the long run.”

Topics : Corporate Events

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