Employee Engagement Activities 
Create the kind of motivation that boosts your bottom line.

Your business strategy is only as good as the people you have to carry it out. People are the single most important asset in any company - and treating them as such creates higher productivity, better customer experience, and lower turnover. Companies that can sustain, connect and communicate energy and motivation create something larger than the sum of its parts: an engaged workforce.

Cultivating profitable employee engagement activities starts with understanding your employees.

Engaged employees aren’t there just for the money - they’re there because they care. Engaged employees have a vested interest in seeing your company succeed, and they’re willing to put in the effort to get there. So how do you make employees care?

Measuring employee engagement is the initial step to understanding what drives your employees to be productive and to commit to the company. Work Institute’s employee engagement studies are designed to unveil specific metrics to determine engagement levels develop a vivid picture of how employees feel about the company. Creating this accurate image allows us to find weak points, and develop engagement activities to turn them into strengths.

When employees come first, success follows.

Engagement produces numerous benefits: Increased productivity, a positive talent brand, decreased turnover, improved corporate culture, and ultimately a more successful business. Engaged employees understand the “why” behind the company and feel more committed to and motivated by their work. The ROI of engaging employees could save your organization hundreds of thousands - if not millions of dollars every year.

Studies performed by Workplace Research Foundation indicate that increasing employee engagement activities by 10% can increase profits by $2,400 per employee, per year. This research also shows highly engaged employees are 38% more likely to have above-average productivity.

Work Institute’s engagement studies delve into the information you need to understand your employee’s attitudes - and provide positive changes to increase productivity and profits. Our experts then develop a detailed strategy for implementing these changes through engaging employee activities.


 

WORK INSTITUTE CAN HELP

We would love the opportunity to earn your business. Call us now to schedule your free consultation to discuss your employee engagement challenges.

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ACTIVITY #1: UNIQUE ONBOARDING

Onboarding is the critical first step to employee engagement, and a unique onboarding can set the environment for engagement for years to come.

TalentWise studies indicate that 91% of employees stick around for at least a year when their organization has an efficient onboarding process. Consider these onboarding activities that are outside of the normal paperwork and introduction:

  • Competitive games with instant feedback
  • Treating the process around a new hire joining your team as a celebration
  • Provide new employees with a glossary of buzzwords and a list of “who’s who”
  • Create an internal social network for employees to match similar likes, hobbies and traits to make assimilation easier
ACTIVITY #2: COMMUNITY SERVICE

Rally around a common cause to boost employee morale and engagement.

Research found that nearly half of all consumers believe companies should offer programs allowing employees to participate in addressing a cause - while 44% believe companies should allow employees time to volunteer. Additional information from the Deloitte Volunteer IMPACT Survey of employed adults ages 21-35 shows that those who frequently participate in workplace volunteer initiatives are roughly twice as likely to be satisfied with their career progression. Community service fostered through the workplace allows employees to work together towards a common goal, empowering employees to work productively towards a common goal.

Because people desire to be a part of something bigger than themselves, volunteer activities can cultivate company pride and employee engagement. In addition to all of this, above all, volunteer work increases gratitude - an emotion that can change a person’s outlook on his or her work environment, management and commitment.

ACTIVITY #3: GAME NIGHT

Get the most out of your staff by building a true sense of camaraderie.

A little friendly competition goes a long way among coworkers. While you don’t need to turn your office into a casino, setting up a game night with poker or other card games, board games or even yard games (think cornhole or horseshoes), is a great way to bring your team together for an entertaining reason. An employee game night is a chance to get your staff and management all in one place, on a level playing field, and talking to one another.

Make sure to have prizes for the top winners at the end of the night to reward the leaders. Remember: Introducing friendly competition at an employee poker night or game night is a lot more productive than fostering unfriendly competition in the office.

ACTIVITY #4: CEO LUNCH

Increase employee connections with top leaders and they’ll feel more connected with the company.

Arranging “CEO Lunches” with small groups of cross-functional employees and the CEO (or other senior executives, depending on company size), is a great opportunity for employees to get to know one another, and also see the humanity of the CEO. These lunches should include some structure, so everyone gets a chance to speak - but should also carry an informal tone. The CEO lunch should include person and professional check-ins, as well as time for feedback and brainstorming. Employees that connect with upper management will not only feel better connected to a person - rather than a business - but they’ll also feel that their voice and ideas matter to top leaders.

ACTIVITY #5: CASUAL FRIDAY

Dress code can have a big impact on attitude.

A simple, effective and cost-efficient engagement activity is a “dress down” day at the office. Because most employees are starting to wind down and look forward to the weekend by Friday, it’s a great time to get them out of their suits and ties - and into more casual attire. While dress code in the workplace can help maintain a form of professionalism, a jeans Friday or casual Friday can help your employees feel more comfortable and supported in a work-life balance.

Employee engagement activities are a creative way to build connection and demonstrate a sincere interest in personnel growth

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EMPLOYEE ENGAGEMENT DATA HELPS YOU:
employee retention studies
  • >Gain valuable employee input.

    Traditional employee studies are not authentic 60% of the time. Real, reliable data comes from going straight to your employees about their job, the company - and why they feel the way that they do.

  • >Identify opportunity for improvement.

    You don’t know what you don’t know. Using the data obtained from an employee survey shows you what’s motivating your workforce - and what isn’t. Developing a plan to improve engagement means developing a plan for success.

  • >Indicate the key drivers of employee commitment.

    Do your employees understand the company mission and values? Do they identify and connect with them? Alignment between these can have a direct effect on employee commitment - and performance.

  • >Create honest, open and productive communication.

    An effective engagement survey demonstrates that employee opinions are valued. They also help to develop a more productive manager-employee relationship.

  • >Reduce employee absentee and turnover.

    Engaged employees are committed employees. Companies that foster engagement report less than half the number of sick days with weak engagement efforts. Reducing the costs of lost productivity and turnover is just another benefit associated with employee engagement efforts.

  • >Gain a competitive advantage.

    Successful employee engagement activities result in greater attendance, fewer safety incidents, higher productivity, lower turnover and ultimately, more profitability.


HOW IT WORKS

Once you become a partner of Work Institute we assign you a Client Services representative. This person will be with you every step of the way – from identifying who needs to be interviewed, crafting the specific study questions, gathering and providing data analysis to building a change management plan to address specific issues and meet predefined business goals.

Your Client Services representative will become an integral part of your internal team by providing research, data, analysis and recommendations along the entire feedback cycle. Their entire focus is your company’s engagement and retention strategies. They find what isn’t working and get it working again saving your hundreds of thousands of dollars in turnover costs.

Once we get the interviews and surveys in place, your Client Services representative will work with you to summarize the major 3-4 trends in bullet form with the supporting raw data as a reference. We will regularly meet with you and any key leaders to discuss what we’ve discovered and will work with you to build a plan of action to make key changes.

Our reporting system is designed to give access to whomever you deem necessary.  Sometimes all organizational leaders want and need to know the research. Sometimes it’s better to have one key internal person managing the process. Whatever the request, we will provide access at no additional charge.

We use our combined experience of close to 30 years in human resources and our ability to capture the specific data you need to design thorough action plans to solve HR issues. For example, just by solving simple issues in recruitment results in hiring the right top talent for your open positions. Hiring the right top talent means reducing turnover significantly. This is what consulting with data can do for you.

HOW CAN I GET STARTED?

Dig into the message your employees are trying to deliver.

Work Institute doesn’t just make our employee survey data available to you - we also show you how to turn into into intelligent action. We’re able to decode the message your employees are trying to deliver, uncover trends, determine successes and failure, and show you how to develop and improve engagement activities that directly impact company performance - and your bottom line. This is how we take feedback, turn it into action, and drive better business results.

 

BUILD A BETTER WORKPLACE.

Our experts can help you determine the solutions best suited to your company’s needs.

  • "The actionable and detailed data from the Work Institute gave us the support to make the changes our employees needed to see. The ability to break it down into different divisions particularly provided us with the insight to address specific concerns within departments and levels, as opposed to blanket solutions, and led to an overall more productive workforce."