Praise your employees

Praise your teams, engage your employees

Sven Dekker

by Sven Dekker

Our final blog in the Engagement series – where our Engagement experts share their best tips for 2018 – is about giving praise and providing care and attention to your employees. Read the first part of the series about building a loving relationship with your employees here, or the second on storytelling, challenges and ambassadors here.

This final blog will focus on how to sustain engagement. You got people to join your engagement programme, what should you do to nurture the relationship and their engagement?

Give praise

When you’re doing things beyond your daily job description – in other words: when you’re making an extraordinary effort – it is really nice to receive praise. We all love to get compliments or rewards, but we often do not take enough time to give praise ourselves.

We might feel that there is no time to do so, that it might be embarrassing, that “once we start with it, there is no stopping”, etcetera etcetera. The list of excuses is endless. But, to be honest, the outcome really outweighs all the excuses you can make.

First of all, when people receive a praise, they will be more motivated to do something in the future. It will strengthen them in their initiative, creating a long lasting positive impact.

So how do you start? Well, discuss with management first. You need to have their commitment on the engagement programme. Management needs to buy-in, they need to be willing to walk across the organisation and give praise to people that perform well. At first, you might need to guide them, giving them hints and concrete tips on who to approach with which compliments. Along the way, this should become more of a habit.

A way to praise employees that have inspiring stories, is to provide a platform where they can share their impact story. For example by creating video’s, or let them pitch their project & results during an event for colleagues. The result? A win-win situation: they will be proud of what they did and will inspire their colleagues to get engaged & do good as well.

Provide enough care and attention

As with any relation- or friendship: if you aren’t willing to invest in it, it will come to an end. You have to create time and make resources available in order for your programme’s engagement numbers to rise.

But what do you do when your budget is limited? Our suggestion: perform a thorough check on what resources you need in order to be successful. Write down what resources will result in which outcomes. Then discuss the following with your manager:

  1. Which resources do I have, what activities can we organize and how will the outcome of that positively influence engagement?
  2. How do your desired outcome benefits engagement numbers?
  3. How can you allocate your resources the best. Are there opportunities to get more resources in order to achieve more? Be as specific as possible!

Things do not fly on their own. The more you invest, the higher the pay-off.

We know it’s hard but…

You’re not alone

Working in CSR, Sustainability or HR, can be challenging at times. Your job is often informally seen as ‘not part of the core process’, although it is crucial for the wellbeing of the organisation. We know the struggle, we witness it everyday with our clients. We’re here to tell you: don’t give up, you’re not alone!

This might sound cheesy, but we believe it’s not. Burnout rates amongst these professions are pretty high, and is often due to the mismatch between ‘dreams’ and ‘reality’. These professionals put a lot of heart and effort in their work, and the results may not match their expectations, or the organisation doesn’t value it as much as they should, and resources are allocated elsewhere.

We can help you build a business case for your programme. Showcase the benefits on ROI, Employee engagement, – satisfaction and – retention. Your work really has a great contribution to the overall well-being of the organisation. So again, don’t give up. You’re not alone!