The Togetherness Factor: Collaborating with Employees on Change
How does your organization connect the dots between employee engagement data and solutions? For some organizations today, frequent pulses and deep dive people analytics provide a wealth of information on your company’s organizational health. Armed with such valuable data, many HR and leadership teams dive into problem solving with an earnest belief that their own understanding is sufficient. They may develop programs guided by the data and launch them company-wide, only to watch them fall flat, not impacting the success metrics they’d anticipated.
This top-down approach to action planning can miss opportunities to build well-rounded solutions to engagement challenges. Many companies make the mistake of leaving employees out of the equation altogether. We discuss this further in our whitepaper: Seven Habits That Are Stalling Your Employee Engagement Program And How to Fix Them.
Today’s workforce values inclusion, coaching, and ongoing feedback. Employees want a voice in the organization, and they want to actively help shape the programs and policies that impact their daily lives. They want to be part of the conversation, and they want to work for companies that will listen.
When it comes to engagement, companies need to spark a conversation with their employees and keep it burning bright over the long-term. Contextual, focused dialog around engagement data can add color, deeper insight, and a sense of urgency to solving engagement challenges, and better illuminate root causes of current or looming problems. Engagement data comes to life when it sets the stage for an ongoing conversation—when it’s openly discussed within teams and across the organization on a regular basis. Engagement programs truly succeed when employees are a part of the solution.
Leading by Listening and Learning
The ground-up approach begins at the top. Organizational leadership and HR must first build enthusiasm for employee engagement initiatives with company influencers. As we discuss in a previous blog post, the agents who can most effectively drive employee engagement are those closest to the employee—the team manager. Companies must educate managers to understand and care about team-level employee engagement data, and to use it as a catalyst for ongoing conversations with teams. Then, conversations between managers and teams anchored in data can lead to more effective, tailored solutions that speak directly to teams’ needs—and change throughout the year as employee needs ebb and flow.
With the Glint platform, the conversation gets started using data from employee engagement pulses. Glint Pulses are quick and easy tools for employees to provide feedback on engagement drivers in real-time. Because confidentiality is assured, employees have the freedom to share unfiltered ideas and opinions. Then, Glint’s deep reporting and Comment Analytics set the stage for improving engagement based on team-level data—including sparking discussions with teams and following up to ensure results.
True leaders are willing to learn from their employees. They recognize that business success comes from an engaged workforce. But it doesn’t happen overnight. Successful, high-performing companies nurture a culture of continuous feedback and continuous improvement in order to stay strong over the long term.
Learn more in our whitepaper: Seven Habits That Are Stalling Your Employee Engagement Program And How to Fix Them.