How Software Will Transform Employee EngagementComments Off

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Managers: have you wanted to know what drives your employees well before their scheduled review cycles? What if you could encourage a peer review process that takes place more frequently? How about incentives: do you ever feel like you’ve run out of ideas on rewarding your employees? Or perhaps you want to provide your teams with the best support possible so they’re happy and productive?

“The biggest change is happening in the way that businesses engage their employees,” says Jamie True, CEO of WorkAngel, an employee recognition and reward platform. True believes that companies need to embrace a “human-centred, design-led mobile approach” to the front-end experiences of workplace management tools.

True is right. Over 87% of organizations rely on ineffective engagement and rewards systems that were built many years ago. But software can change that. Here’s how:

Incentives can be tailored to what employees really want

Incentives are huge motivators in the workplace; they’re a worthy investment and shouldn’t be considered an expense. You could expect a decrease in your voluntary turnover rate by 31% if your employees have access to a good incentives or rewards program.

“A large part of driving remuneration (i.e. pay) is providing employees a higher disposable income,” said True over email. WorkAngel has a built a system where companies can recognize and reward employees with exclusive discounts and savings on their shopping. Employees can take those rewards and purchase items they personally care about. “We’re giving them the means to do what they want to do…so putting in a mechanism that directly links recognition to merchant rewards is a powerful incentive tool,” said True.

We’re no longer in the era of gold watches, cufflinks, or an expensive pen when a job has been done well (especially if you’re a veteran employee). True believes that workers want something personal and something immediate for their lifestyle needs.

Frequent feedback results in productive improvements

An Officevibe study pointed out that 65% of employees would prefer more frequent feedback, even if that feedback came as little as once a week. Feedback is a two-way street, and software has an opportunity to involve employees–not just leaders and HR–to contribute to company culture.

TinyPulse, an employee feedback system, uses a mixture of management deployed surveys and “cheers” authored by colleagues to encourage frequent communication within the company. Each week, management can send out one question that encourages employees to rate or respond with their opinion.

One simple question a week relieves employees of a painful survey experience–a few quick lines can be anonymously sent to management, and management can engage without outing the employee. This frequent back-and-forth allows for pain points to be dealt with immediately, and avoids any buildup of team issues. Employees can also send quick cheers to their coworkers for jobs well done, or recognize improvement in a key skill. It’s been noted that peer-to-peer recognition can have a higher impact on financial results than manager only recognition.

Mentorship can be extended to entire teams

Everyone deserves a mentor. The knowledge and experiences that can be downloaded from a mentor are invaluable to the growth of an employee. But how do you find a mentor, especially when it’s a connection that can’t be forced? A good fit is crucial to mentoring and it often requires an incredibly human element. What if you can’t find a suitable mentor for your team internally or outside of the office?

Everwise, a California based startup, believes it has a mixed software and humanized touch to mentorship matchmaking. The service connects employees with an Everwise Advisor to set goals and outcomes from their potential mentorship. The system’s data rich software selects a mentor that fits the employee’s traits and aspirations. As the relationship unfolds, an Everwise Advisor is always present to ensure that both parties are generating a productive outcome from their sessions. This approach has a lot of potential–mentorships are tough to sustain, but an Everwise Advisor can always jump in to reshape or push the connection along. Without that human element, it’d be hard to differentiate Everwise from any other professional matching making service.

Pay attention to Human Resources improvements

It’s incredible to see how software slowly snakes its way through an organization and can, in most cases, improve the way a business functions. Human resources is one of those areas to watch right now because we’re finally seeing the transformation of a business function that has often been out of touch for decades.

This article was written by Kavi Guppta from Forbes and was legally licensed through the NewsCred publisher network. Talent HQ is a premier information channel empowering professional development for recruiting and HR communities through regional events including Minnesota RecruitersWisconsin RecruitersFlorida Recruiters and California Recruiters.

About Jason Buss

Talent HQ’s creator and editor is Recruiting & Diversity Leader, Jason Buss. Talent HQ is a premier online news and information channel for the Recruiting and Human Resources community.

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  • Posted on: Sunday, July 26th, 2015