Here are 7 ideas to appreciate and inspire your employees during the COVID-19 pandemic. Employee recognition is vital, especially during a crisis. Questionnaires and surveys through employee experience survey software can be really helpful when forming such a care environment. It is your workforce that can make the difference in how your business gets through it. Staying human, especially during a crisis, matters. Make sure that everyone’s voice is heard. Creative ways of office engagement can succeed in providing a semblance of normalcy for the employees. Allow them to submit questions anonymously during (virtual) meetings so that you can address everyone’s issues can be address. Tracking the progress over time will help you identify both roadblocks and victories. As employees transition to remote work in the wake of the COVID-19 global pandemic, new insights on how to effectively manage virtual employee engagement during a crisis are emerging. Maintain a positive employee experience . This means proactively sending updates and information and ensuring you can reach the entire workforce, whether at a desk or on a factory floor. Employees working under inclusive leaders are 39% more likely to be engaged. Essentially, engaged employees will be the hardest workers, the ones committed to staying with an organization long term and who make the most contribution to the company’s bottom line. It … Employee engagement during Covid-19 This know-how outlines why appointing an employee director and directors’ use of social media have particular relevance during COVID-19. Work‐from‐home regime engagement activities are very fruitful for employees as well as for organizations. Get the whole team involved if possible. Look to create channels where employees can anonymously (or on the record), raise their issues and concerns. Furthermore, not only does recognition improve employee engagement, it also strengthens manager-to-peer relationships, peer-to-peer relationships, and understanding of an organization’s core values. hosts monthly ‘troop talks’ bringing together 10+ employees on Zoom to discuss a pre-arranged topic such as sharing recipes, or discussing apps they can’t live without. Your employees are the foundation on which the company is built, and if the foundations start to crack, the whole organization can come tumbling down. Your employees might feel uncertain about the ongoing situation – 55% of employees are concerned about job security. How One Company Is Taking Care Of Employees During COVID-19. Recognition of small wins and efforts goes a long way in driving employee engagement in a regular setting but also in challenging times. COVID-19 and the employee experience: How leaders can seize the moment ... our survey results show that sustaining trust and acknowledging employee efforts are critical to employee engagement, well-being, and effectiveness. Cloud-based collaborative applications like Google docs and sheets. Let your core values serve as a guide for you. Don’t just celebrate the victories within the teams, praise employees and teams across the board – use your internal notice boards to pass on your thanks. Here are some suggestions, based on our employee engagement research, on how you can create the best employee experiences possible in this difficult situation. A key part of trust in leadership is transparency, where employees have visibility into what is happening within their organisation. A website “Did They Help?” tracks how companies and celebrities have behaved in the COVID-19 pandemic. Not everyone likes to draw. Employee Engagement during the Coronavirus. Now is also a good time to encourage your workforce to use any learning and development initiatives that you have in place. Employee engagement. Just because your employees aren’t physically with one another, doesn’t mean they can’t have fun together, or share some downtime together – meetups don’t always have to happen in person. Change is happening daily and maintaining a positive and consistent employee experience during this uncertain time will help organizations drive continued employee performance and engagement. How to maintain employee engagement and productivity during COVID-19 Now that much of the country has adjusted onsite work and settled into a work-from-home routine, it’s important for leaders to actively foster engagement and productivity in the daily lives of employees. Here are few fun tips to increase employee engagement: Fun Employee Engagement Activities and Game Ideas: Decorate your workplace: Messy and cluttered office never bring pleasure to work. Employee feedback about the challenge. ... Having a reason to don their best outfits can help boost employee moods and productivity … So when employees need to work remotely, or their future looks uncertain, what is the best way to get the most out of them? So, surveys conducted through employee engagement software play important roles in these times. If your employees don’t use these tools or don’t know how to use them, onboard them quickly. When employees know that voices aren’t only being heard, but that they can bring about change by speaking out, they’ll naturally feel more engaged. The 6 Es of engaging employees during the COVID-19 pandemic. It is important to set clearly defined goals and success metrics so that you know if what you implement is working. Organizations have to make a lot of adjustments to their business plans and to how they work during the COVID-19 outbreak. If you’re using any tools that monitor their activity and performance, let them know how and why you’re using these. Employee Engagement Software ensures that employees feel a connection to the company and their peers, warding off the negative effects of working in solitude, Employee Experience Survey may be used in these cases to collect opinions and ideas of the employees. Celebrate small victories to drive employee engagement – for example, make announcements of new deals made, organic traffic exceeding expectations, work done quickly and efficiently, etc. It’s not just about organising fun events and entertaining activities, but ensuring employees continue to interact with each other and connect about something other than that day’s to-do list. Employee experience drivers—perspectives and needs that vary between and even within those segments—may be somewhat heightened and … Understand that the majority of employees put considerable effort into trying to maintain a work-life balance at the best of times. Yet engagement has continued to rise. Employees want to feel a sense of belonging and that they’re contributing in a meaningful way. It is important to set clearly defined goals and success metrics so that you know if what you implement is working. In this podcast, Manesh Kumar, an HR Manager at EFI, talks about employee engagement trends during the era of Covid-19. psychology.org.au 2 Others have characterised work engagement as feeling energetic, enthusiastic, alert and feeling pride towards their work outcomes. Ask them open-ended questions so that they can be thorough in their reply. One of the major aspects of a lock-down like this, during a pandemic, can be the helplessness of feeling pushed to a corner while something ominous is lurking all over. Twitter. As COVID-19 creates significant disruption, and undercuts employee engagement, managers need to redouble their recognition efforts. And come 2025, when they make up 75% of the workforce, you’ll be a preferred employer. Wit… Employee engagement is a proven leading indicator of productivity. With the Coronavirus pandemic seemingly at its worst, businesses have no choice but to embrace the WFH lifestyle. If you wait a whole year to address issues, you could miss an opportunity to rectify a situation. Historically high employee engagement during the pandemic clearly benefits organizations. Don’t forget too, that (just as always) you should focus on inclusion. It is psychologically attractive to be asked questions – whether one is asked to grade a particular experience or select options. Therefore, planning Employee Engagement during the COVID 19 pandemic is very important. Employee motivation: Line manager briefing Coronavirus: Ensuring the wellbeing of those still at work. Add a short end of day or week meeting to see how everyone did and if they need assistance from their team members. Employees working under inclusive leaders are, Your reputation will be enhanced and you’ll be the company that is socially responsible – something that the. Continue to invest in your leaders Many organisations have put their leadership development programs on … For example, teams can bring their daily standups into the virtual environment to be aware of what everyone is working on and how the team members can help each other. Getty. And while employee engagement is … And even when not everything is going so well, don’t keep your employees in the dark – feeling sidelined is a surefire way to allow distrust to take root among your workforce. Create a sense of belonging. All Rights Reserved. are beneficial in these kinds of situations. Driving Employee Engagement During the Coronavirus Crisis "Never let a good crisis go to waste." Try to be positive in your communication but don’t over-promise. Don’t forget too, that (just as always) you should focus on inclusion. The 6 Es provide a … Employees value autonomy and they will hardly appreciate being micromanaged. If any issues have been identified, act on them now and show your employees that you are listening, that you value them and their opinions. A: Measuring employee engagement becomes easier with a plan. We can help you get started with our list of 59 Employee Engagement Ideas & Activities! Facebook. In the middle of such a crisis, most companies have been forced to set up work-from-home measures for their employees, in order to ensure the safety of their workforce but still manage to pull themselves through the unstable economic environment. Once you get the results in, analyze them and create an action plan of what you can improve/change. One of the major aspects of a lock-down like this, during a pandemic, can be the helplessness of feeling pushed to a corner while something ominous is lurking all over. Therefore, when the ability to be social is snatched away from them, a dip in performance and general well-being is to be expected. Research by Gallup found 35% of American employees were engaged in their work — meaning they were enthusiastic and committed. For those who aren’t used to working remotely, cabin fever may be setting in and people are feeling the strain. The holidays are approaching, but there won't be a holiday party in the office this year due to COVID-19. Your employees are doing their best and especially in times of uncertainty, it is important to recognize it. We love the poignant words of Dana Ullom-Vucelich, “At the very core of our humanity is our care for one another. are concerned about job security. Companies have shown far greater agility because much more significant changes have been made as a result of COVID-19. Use your internal communications to make your action visible to everyone. The 6 Es of engaging employees during the COVID-19 pandemic The 6 Es provide a structured framework for meeting employees’ needs in a way that increases the likelihood of engagement… They need engaged employees more than ever to get through this challenging period. So look for ways to engage your employees even when your organization is going through a rough patch. It is psychologically attractive to be asked questions – whether one is asked to grade a particular experience or select options. For example, some of your employees might not feel comfortable asking their questions or sharing their concerns in front of everyone. Due to current coronavirus pandemic employee engagement may have dropped, this might affect the organization productivity as well, but it’s one of the most important initiatives to keep at the forefront to be successful through engaging employees at home effectively. Now is also a good time to encourage your workforce to use any learning and development initiatives that you have in place. Employee recognition is vital, especially during a crisis. Employees need to trust the leadership, their managers and each other. In a recent survey, 65% said they expect that company actions during this time will likely impact which brands they decide to purchase in the future. Not informing your employees doesn’t help keep them feeling secure and engaged. Or hold a small gift card to a company feel uncertain about the Coronavirus pandemic seemingly at its,. Clearly benefits organizations recognition efforts if your employees connect from afar work together, your company culture more likely just! 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