RPI is at the forefront of employee engagement practices, developing the 7 RPI Best Practice Standards® based a wealth of knowledge collected from academics, industry leaders and conferences. These standards will help in growing your organization’s recognition program.
Standard 1 is Recognition Strategy and the second is management responsibility. Both are key in growing your recognition program and driving engagement. Below are some simple ways you can grow engagement today.
1. Emphasize your company’s purpose
Why does your company exist? This is a great question to revisit to reinforce your company’s mission. It also defines purpose, which according to Forbes helps employees perform better because they are confident in what the mission is and how they contribute to it.
· Harvard Business Review suggests envisioning an inspired workplace. Think about how to connect your employees to the overall mission and identify concrete actions you can take to get them there. Finding a positive example of an inspired employee can demonstrate what you are looking for.
· Make sure your employees know and understand why your company exists and continue to reinforce the message. This can be done in a weekly newsletter, repeated frequently in meetings or posted in highly trafficked areas of the office.
· Lean into your inspired staff. Have them help you spread your message and give you feedback on what more you could do.
2. Set Goals for your teams
A study done by Harvard Business Review Analytic Services found that both individual and organizational goals are strongly tied to an organization’s success. Setting goals with your teams reinforces your mission and drives engagement.
· A Gallup study found that only 13% of employees believe that their employers set clear goals, which often leads to low engagement. However, Gallup also found that 72% of employees that had goals communicated to them are engaged.
· On the Clear Review Blog, Stuart Hearn wrote that collaborative goals are crucial when fostering engagement. Setting individual goals shows that one employee contributes to the goals and purpose of the company.
· Hearn also suggests revisiting goals. Check in with your employees and make sure they feel comfortable with their work as they move toward the goal. Communication is key.
3. Create an engagement survey
One of the best ways to foster engagement is simply to ask! Create an engagement survey in order to analyze and measure engagement in your office.
· Survey Monkey posted on their website “businesses not only should measure employee engagement—they can’t afford not to.” Engagement translates to more effort, happiness, and profit. Measuring engagement via a survey allows you to track your progress.
· Bamboo HR recommends against using yes/no questions in your surveys. Give your employees the space to express how they feel about the company and how it works.
· There are plenty of templates online, so you do not even need to take the time to write your own survey. For example, check out the survey by Bamboo HR here.
4. Come up with a routine for consistent recognition
We know recognition is a key factor in employee engagement and building it into a regular routine will help you create an even more positive, engaged company culture.
· Andre Janus, CEO of Cristaux International suggests that employers are missing key opportunities to recognize their employees if they do not do it on a daily basis. Find little things to recognize your employees for each day.
· Janus recommends adding recognition to your daily to-do list as it should be just as important as any other business task. This could be as simple as a tweet or Facebook post about a top performer or a drop-in chat at an employee’s desk.
· Set recognition goals for yourself. For example, one could decide to recognize three employees a day. As we know, setting goals are key to producing results. Make recognition one of your goals and watch the engagement that follows!
To learn more about RPI’s 7 Best Practices click here.
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