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Like what you hear, 7 effective employee engagement case studies and strategies for a productive workplace.

• 1. Acknowledgment and Appreciation
• 2. Emphasis on Employee’s Holistic Wellness
• 3. Initiatives that are Development-Focused
• 4. Develop a Sense of Purpose, Values & Mission
• 5. Maintain Transparent Communication Channels
• 6. Create Conducive Working Conditions

7. Create Space for Fun & Happiness

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Are you looking for employee engagement case studies? Learn from some of the best companies out there that have successfully increased employee engagement. See how they did it and what worked for them.

As more and more employers in today’s corporate world realize the importance of employee engagement , the demand for effective and result-oriented employee engagement programs is rising. The internet may present many employee engagement initiatives, but here’s something more: case studies to prove that certain employee engagement strategies are really effective. Follow our blog to learn more about employee satisfaction and ensure that your company is teeming with higher employee engagement initiatives.

According to Johnson and Johnson “ the degree to which employees are satisfied with their jobs, feel valued, and experience collaboration and trust. Engaged employees will stay with the company longer and continually find smarter, more effective ways to add value to the organization. The end result is a high-performing company where people are flourishing and productivity is increased and sustained.”  

Nokia Siemens describes employee engagement as “ an emotional attachment to the organization, pride and a willingness to be an advocate of the organization, a rational understanding of the organization’s strategic goals, values, and how employees fit, and motivation and willingness to invest the discretionary effort to go above and beyond”.

While we learn what employee engagement means and its importance, incorporating practical and effective employee engagement programs as part of company culture is the right recipe for success.  Here are certain strategies for best employee engagement with case studies. 

1. Acknowledgment and Appreciation 

The first and foremost step to boost employee engagement is making sure your employees are valued, acknowledged, and appreciated. This motivates employees to become more productive , stay on track with tasks, and perform well. This can be done in many ways and you need to choose an approach that your employees can relate with. While some enjoy public recognition, others don’t. Hence, you can work on innovative recognition ideas . 

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According to a study , social workers in a company received personalized letters of recognition at their home addresses. The workers were chosen randomly and half of them received letters while the rest half didn’t receive any. The first half of the letter was chosen from a few positive motivational sayings and the second half of the letter had a personal note of appreciation written by managers. After a month of the letter experiment, the workers who received letters felt more recognized and appreciated for their efforts, compared to those who didn’t get any. This also had a positive effect on their motivation levels and well-being, according to the results of this study.  

2. Emphasis on Employee’s Holistic Wellness 

There are many components of employee wellness like nutrition, work-life balance , mental health, and stress management, to name a few. A healthy employee will be more productive and employees who are mentally and physically healthy will exhibit positive motivation, and better morale and resulting in a win-win for both employers and employees. A wellness program can be a good way to start where employees get a chance to explore yoga, in addition to vacation days. A wellness room provides employees with a personal space for their personal needs. 

The indispensable role of wellness and an overall effective wellness strategy for an organization can be best understood based on a study that explored the objective of workplace wellness programs and their impact on employees health and medical expenses and so on. The study identifies certain key factors to boost wellness ideas in a corporate setup such as: 

Effective communication strategy 

Organizations that were part of this research emphasized the importance of how a wellness program is communicated to employees, both in-person and mass information campaigns, with messaging and clear interaction getting the highest priority.

Accessibility of wellness programs

Making wellness programs accessible for all employees is an effective strategy to boost the levels of employee engagement in their organization.

Engaged leadership

According to this study, for wellness programs to be successful, senior leadership should imbibe wellness as an integral and important part of the company culture. 

Effective use of existing resources

Organizations leverage the existing resources and then build relationships, which also include health plans to provide employees with more options.

Ongoing assessment

Most companies agree that continuous assessments are required for employers to better understand their employee’s wellness needs. 

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3. Initiatives that are Development-Focused  

Ongoing development is key for every employee and there are a few development-focused initiatives that you can adopt actively to help your employees gain professional growth like professional networking, master’s or even Ph.D. programs, industry seminars, training courses and conferences, internal promotions, mentoring groups, and career coaching. 

This study titled A Study on the Influence of Career Growth on Work Engagement among New Generation Employees involved six companies from diverse industries like consulting, finance, management, real estate, and so on. The findings of this study show that: 

Organizational identification (IO) is very important for engagement levels and career growth.

Employee career growth positively impacts work engagement;

Person-organization value is positively linked to career growth and organizational identification (IO).

If employees recognize that they can make career progress in a company, they feel more attached and this increases employee loyalty, particularly for the new generation. It motivates them to put in the extra effort, improve performance, work on new skills, and so on. 

4. Develop a Sense of Purpose, Values & Mission 

A visible employee engagement program to achieve higher employee satisfaction levels requires employees to gain a sense of purpose, portray the company’s values and understand the mission. It is important to also understand what each of these attributes stands for. 

Purpose 

A company's purpose is the reason it exists in the first place. Purpose-driven companies are devoted to achieving goals that are bigger than just making money and increasing shareholder value. They also want to make a positive impact on the world around them and approach their work sustainably and ethically. In other words, they're committed to making a difference. 

Mission 

The mission of a company is similar but not identical to its purpose. Many people use the terms interchangeably, but we see the main difference as follows: the mission statement focuses on what the company has been built to achieve. 

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Values 

Values are important because they act as a compass for the overall expectations of an organization - they guide how employees do their jobs, how managers communicate with clients and partners, and how workers interact with their peers. By understanding and sharing company values, employers can make better decisions that reflect the priorities of the business.

According to a study by Deloitte , a company’s purpose and mission impact corporate confidence as well, as indicated by the results of this study.

Nearly half of all executives (47%) say that they can identify with their company's purpose, while only 30% of employees feel the same way. 

A whopping 44% of executives believe that exemplary leadership involves setting an example that lives and breathes the company's purpose - but only 25% of employees share this belief. 

41% of executives believe that a company's purpose plays a significant role in major corporate decisions, whereas only 28% of employees feel the same way.

38% of leaders claim that their company's purpose is communicated clearly and openly to all, but only 31% of employees actually think this is the case.

Ultimately, teaching your employees about the company's purpose, mission, and vision takes time and patience. It's a gradual process, but when done correctly, it has numerous benefits for employers. Creating a sense of purpose for your employees allows you to see numerous benefits in the long run such as a more committed workforce and less employee turnover. 

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5. Maintain Transparent Communication Channels 

Many employees feel reluctant to share their concerns and opinions with their managers or peers, either due to a perception that their managers don’t pay much attention to them or maybe they tried earlier but no action was taken by the leadership. Encouraging employees to share their concerns with leaders has its own benefits. 

Practicing reflective listening helps managers to understand the message, through attentive communication. 

Making employees understand they are respected helps them to respect you back and this is an employee engagement strategy based on common sense.

Acknowledging employee views is a way of recognizing a diverse range of ideas and respecting what they say, even though in the end you may still agree to disagree.

Seeking employee’s input actively helps to boost job satisfaction levels. 

A research study analyzed communication between employers and employees and its impact on engagement levels.   The findings supported the general definition of engagement as a sense of shared responsibility between both supervisors and employees, proving that establishing communication with your employees has a wide range of benefits and can work wonders for a company’s employee engagement levels . 

“Our staff has praised the increased communication level Workmates delivers. We use it to communicate important project matters and give staff specific ‘kudos’ or even recognize their birthdays. More importantly, we use Workmates to clarify important project details that needed rapid dissemination among the entire team.”

6. Create Conducive Working Conditions 

While expecting high performance from employees by an organization is quite natural, it is also equally important to provide necessary conditions for employees to do their best, by supporting them in any way you can. You can encourage positive and healthy competition in the workplace, show zero tolerance for toxic behavior, maintain a clean and healthy workplace ambiance, and create supportive teams . One way to support your workforce is by encouraging them to focus on things that are already good in their lives. 

According to a consultant, Stephanie Pollack , a visible change is possible when employees are encouraged to know more about the benefits of gratitude and become aware of good things already existing in their lives. Showing gratitude has a plethora of benefits that range from reducing stress to making people feel better about themselves. It's important to build a culture of appreciation in your company so that employees feel comfortable expressing gratitude to one another and also feel appreciated in their jobs. This will not only lead to employees appreciating their jobs and coworkers more, but it will also help them appreciate themselves on a whole new level. Creating a grateful environment takes time, but it's worth it to see the positive transformation it can have on your organization as a whole. 

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Workers who are content with their jobs are more likely to be motivated, productive, and engaged than those who are unhappy with their work. And happiness usually comes with having fun. However, this doesn't mean that employees should neglect their tasks or ignore deadlines. Learning how to balance work and play is key to being successful in both areas.

Employees should get the chance to do fun stuff to uplift their moods and refresh their minds and thoughts. This will make them more productive while handling their daily tasks. This can be in the form of having lunch together, organizing joke sessions, quizzes, celebrating employee milestones and birthdays, hosting parties, sports activities, recreational outings, and so on.  According to a study “ Finding Fun in Work: The Effect of Workplace Fun on Taking Charge and Job Engagement” , having fun in the workplace motivates employees in a positive way improving their job satisfaction levels, productivity, commitment, energy,  and creativity. It also helps to reduce anxiety, turnover, stress, and absenteeism.

There is no one-size-fits-all approach to improving employee engagement in the workplace. You can employ one or more of these strategies based on case studies and see what works best for you and your workforce. Creating a nurturing and fun-filled productive place can make a great difference for your company and its growth in the years to come. 

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Author Bio:

This article is written by a marketing team member at HR Cloud. HR Cloud is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.

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Employee Engagement » Employee Engagement Case Study

25 Most Impactful Employee Engagement Case Studies for 2024

Introduction to employee engagement.

In today's highly competitive business environment, employee engagement has emerged as a critical driver of business success. It represents the level of commitment, passion, and investment employees have in their work and their organization. More than just job satisfaction, employee engagement is about employees feeling valued, involved, and connected to their work and workplace.

Engaged employees are not merely satisfied with their jobs; they are enthusiastic, motivated, and committed. They are the ones who are willing to go the extra mile, contribute their best ideas, and stay with their organizations in the long run. They are the backbone of any successful business, and their engagement is the key to unlocking a company's full potential.

Defining Employee Engagement

Employee engagement is a complex concept that encompasses a range of factors, from the emotional connection an employee feels towards their organization, to their level of satisfaction with their role and their motivation to perform to their best ability. It's about creating an environment where employees feel empowered, respected, and part of something bigger than themselves.

Why Employee Engagement Matters

Research has consistently shown that organizations with high levels of employee engagement are more profitable, have higher productivity levels, and experience lower turnover rates. Engaged employees are more likely to stay with their organization, reducing the costs associated with staff turnover. They are also more likely to be productive and deliver high-quality work, which can drive business growth and success.

Moreover, engaged employees are more likely to be advocates for their organizations, promoting their company's products and services to others and enhancing the company's reputation.

At its core, employee engagement is about creating a positive, inclusive, and inspiring workplace culture where employees feel valued, heard, and motivated to contribute their best. It's a win-win situation: employees are happier and more fulfilled, and businesses are more successful.

In this blog post, we will delve into 35 impactful case studies that illustrate the power of employee engagement in driving business success. From leveraging technology to fostering a culture of engagement in diverse workforces, these case studies will provide valuable insights and practical strategies for boosting employee engagement in your organization.

The Importance of Employee Engagement

Employee engagement is more than just a buzzword in the corporate world. It is a vital element that drives productivity, fosters innovation, and ultimately, contributes to a company's bottom line. In this section, we will delve into the significance of employee engagement and why it should be a priority in every organization.

1. Driving Productivity

Engaged employees are not just working. They are passionate, enthusiastic, and committed to their work. They strive to exceed expectations and continuously seek ways to improve their performance. As a result, their productivity levels are significantly higher than those of their disengaged counterparts. According to a study by Gallup, businesses with high employee engagement levels have 21% higher productivity.

2. Enhancing Employee Retention

Employee engagement is intrinsically linked to employee retention. When employees feel engaged, they are more likely to stay with the company. A sense of belonging, feeling valued, and being part of a purposeful mission can significantly reduce turnover rates. This not only saves costs associated with hiring and training new employees but also preserves the valuable knowledge and experience within the company.

3. Fostering Innovation

Innovation is the lifeblood of a company's growth and sustainability. Engaged employees, with their high levels of commitment and enthusiasm, are often the source of innovative ideas. They are more likely to take the initiative, think outside the box, and contribute to the company's innovation efforts.

4. Improving Customer Satisfaction

Engaged employees are more likely to provide exceptional customer service. They understand that their role is crucial in shaping the customer's experience and perception of the company. Hence, they invest more effort in serving customers, leading to higher customer satisfaction and loyalty.

5. Boosting Profitability

All of the above factors - increased productivity, improved retention, enhanced innovation, and better customer service - contribute to boosting a company's profitability. A study by Towers Perrin found that companies with engaged employees had a 19% increase in operating income over a 12-month period.

In conclusion, the importance of employee engagement cannot be overstated. It is a critical factor that influences a wide range of business outcomes. By prioritizing employee engagement, companies can reap substantial benefits, from increased productivity and innovation to improved customer satisfaction and profitability.

6 Case Studies on Boosting Employee Engagement with Technology

In this digital age, technology has become an integral part of our lives, influencing how we work, communicate, and engage with our surroundings. The same holds true for the corporate world, where technology has emerged as a powerful tool to boost employee engagement. Here, we present six compelling case studies that shed light on how various organizations have leveraged technology to enhance employee engagement.

1. Tech Titan: A Gamified Approach

Tech Titan, a leading technology company, used gamification to boost employee engagement. They developed an internal mobile app that transformed mundane tasks into exciting challenges. Employees could earn points, badges, and rewards for completing tasks, sparking competition and fostering a sense of achievement. This innovative approach led to a 25% increase in employee engagement within a year.

2. HealthCare Plus: Virtual Reality Training

HealthCare Plus, a renowned healthcare provider, introduced virtual reality (VR) for employee training. The VR simulations provided a realistic, immersive experience, allowing employees to practice procedures and protocols in a risk-free environment. This training method not only improved employee skills but also boosted engagement levels by making learning more interactive and enjoyable.

3. FinServ Corp: Harnessing AI for Personalized Learning

FinServ Corp, a financial services firm, used artificial intelligence (AI) to create personalized learning paths for its employees. The AI system analyzed each employee's skills, strengths, and areas for improvement to develop tailored training programs. This personalized approach made learning more relevant and engaging for employees, leading to increased participation in training programs.

4. EcoEnergy: IoT-Driven Employee Wellness Program

EcoEnergy, a sustainable energy company, launched an Internet of Things (IoT)-driven wellness program. They provided employees with wearable devices to monitor their health metrics, encouraging them to adopt healthier habits. The program created a sense of camaraderie among employees as they collectively worked towards their wellness goals, leading to higher engagement levels.

5. GlobalComm: Collaborative Tools for Remote Work

GlobalComm, a multinational communications company, implemented collaborative tools to engage its remote workforce. Tools like Slack and Microsoft Teams facilitated seamless communication and collaboration, making remote employees feel more connected to their teams. This initiative resulted in a significant increase in engagement among remote workers.

6. Retail Giant: Augmented Reality for Employee Onboarding

A leading retail company used augmented reality (AR) for its employee onboarding process. New hires could use AR glasses to virtually explore the company's facilities and learn about its processes. This innovative onboarding experience made new employees feel welcomed and engaged from day one.

These case studies demonstrate the transformative power of technology in boosting employee engagement. By embracing digital tools and solutions, companies can create more engaging, rewarding, and meaningful work experiences for their employees.

8 Case Studies on Employee Engagement in Diverse Workforces

Diversity and inclusion have become a crucial part of organizational culture. A diverse workforce brings a variety of perspectives and approaches to the table, fostering innovation and creativity. However, managing a diverse workforce and ensuring high levels of employee engagement can be a challenge. Here, we present eight case studies that illustrate successful strategies for engaging diverse workforces.

1. IBM's Diversity Networking Groups

IBM, a multinational technology company, has implemented Diversity Networking Groups (DNGs), which are employee-led groups formed around common interests, backgrounds, or demographics. These groups have played a significant role in promoting diversity and inclusion, leading to higher employee engagement levels.

2. Johnson & Johnson's Employee Resource Groups

Johnson & Johnson, a multinational corporation, has leveraged Employee Resource Groups (ERGs) to engage their diverse workforce. These ERGs, which include groups for women, veterans, and the LGBTQ+ community, have fostered a sense of belonging, thereby enhancing employee engagement.

3. Coca Cola's Global Office of Diversity

Coca Cola established a Global Office of Diversity, which focuses on fostering an inclusive culture and promoting diversity. This initiative has led to increased engagement as employees feel valued and recognized for their unique contributions.

4. Accenture's Inclusion and Diversity Strategy

Accenture, a leading global professional services company, has implemented an inclusion and diversity strategy that focuses on creating a culture of equality. This strategy has resulted in increased employee engagement and a more innovative work environment.

5. Microsoft's Autism Hiring Program

Microsoft has introduced an Autism Hiring Program, which offers inclusive interview experiences for candidates with autism. This initiative has not only diversified their workforce but also increased engagement among these employees who feel valued and included.

6. Starbucks's Inclusion Academy

Starbucks has created an Inclusion Academy, a training program focused on providing people with disabilities with the skills they need for logistics roles within the company. This initiative has resulted in increased engagement among these employees.

7. Deloitte's ALL IN Diversity Strategy

Deloitte, a multinational professional services network, has implemented an ALL IN diversity strategy. This strategy focuses on fostering an inclusive culture where everyone has an equal opportunity to succeed, leading to higher levels of employee engagement.

8. Google's Employee Resource Groups

Google has leveraged Employee Resource Groups (ERGs) to engage their diverse workforce. These ERGs, which include groups for women, veterans, and the LGBTQ+ community, have fostered a sense of belonging, thereby enhancing employee engagement.

In conclusion, these case studies demonstrate that fostering a diverse and inclusive work environment can significantly boost employee engagement. By implementing appropriate strategies, organizations can ensure that every employee feels valued and included, leading to higher levels of productivity and innovation.

6 Case Studies on Employee Engagement through Team Building Activities

Employee engagement is not just about work; it's also about fostering a sense of camaraderie, trust, and mutual respect among team members. Team building activities are a tried-and-true method of achieving this. Here are six case studies that showcase the power of team building activities in boosting employee engagement.

1. A Tech Giant's Approach to Team Building: Google

Google, one of the world's leading technology companies, is renowned for its unique approach to team building. They've implemented a program called "gPause," which encourages employees to take part in mindfulness exercises together. This initiative has led to enhanced team cohesion, reduced stress levels, and improved productivity, proving that team building activities don't always have to be grandiose or expensive to be effective.

2. Building Trust through Adventure: Johnson & Johnson

Healthcare conglomerate Johnson & Johnson turned to adventure-based team building activities to foster trust and collaboration. They organized a series of outdoor challenges, including rock climbing and rafting. These activities required employees to rely on each other for success, thus strengthening their trust and rapport. The result? Improved team performance and higher employee engagement levels.

3. Creative Engagement: Pixar

Pixar, the renowned animation studio, uses creative exercises as team building activities. By encouraging their employees to take part in sketching sessions and storytelling workshops, Pixar fosters a culture of creativity and collaboration. This approach has not only resulted in some of the most successful animated movies of all time but also in a highly engaged workforce.

4. Team Building through Social Responsibility: Salesforce

Salesforce, a global leader in CRM, has integrated social responsibility into their team building initiatives. They offer their employees seven paid days off each year to volunteer for a cause of their choice. This unique approach to team building has fostered a sense of unity and purpose among employees, leading to increased engagement and job satisfaction.

5. Virtual Team Building: Scavify

In the era of remote work, Scavify has taken team building to the digital realm. Our interactive scavenger hunts not only foster team collaboration but also inject fun into the workday. These virtual activities have proven effective in maintaining high levels of employee engagement, even when teams are physically apart.

6. Physical Fitness as Team Building: Reebok

Reebok, a global athletic footwear and apparel company, uses fitness challenges as a team building activity. They offer CrossFit classes to their employees, promoting both physical health and team spirit. This approach has resulted in a more engaged, healthier, and more productive workforce.

These case studies illustrate the significant impact of team building activities on employee engagement. Whether it's through mindfulness exercises, adventure activities, creative workshops, social responsibility initiatives, virtual games, or fitness challenges, team building can effectively foster a sense of unity and engagement among employees.

8 Case Studies on Employee Engagement Initiatives in Large Corporations

As we delve deeper into the subject of employee engagement, it's essential to consider the unique challenges and opportunities presented by large corporations. These behemoths of the business world often have thousands, if not tens of thousands, of employees spread across multiple locations, sometimes even spanning continents. Given this, fostering a sense of engagement and connection amongst employees can be a daunting task. However, numerous large corporations have successfully implemented innovative engagement initiatives. Let's look at eight such case studies.

1. Google's '20% Time' Policy

Google, known for its innovative work culture, introduced a '20% Time' policy. This initiative allows engineers to spend 20% of their working hours on any project they choose. This policy has not only boosted engagement but also led to the creation of some of Google's most popular products, including Gmail and Google News.

2. Microsoft's 'Hackathon'

Microsoft hosts an annual Hackathon, where employees from all over the world come together to work on passion projects. This event fosters a sense of camaraderie and engagement amongst employees, while also promoting innovation and creativity.

3. Ford's 'Employee Resource Groups'

Ford has established multiple Employee Resource Groups (ERGs) to promote diversity and inclusion. These groups, which include Women at Ford and Ford Employees Dealing with Disabilities, provide support, encourage engagement, and foster a sense of belonging amongst employees.

4. Apple's 'Blue Sky'

Apple introduced the 'Blue Sky' program, which allows a select group of employees to spend a few weeks on a project outside their usual work scope. This initiative boosts engagement by allowing employees to explore new areas and bring fresh ideas to the table.

5. Amazon's 'Peculiar Culture'

Amazon has created a 'peculiar culture' that encourages employees to be innovative and think outside the box. This culture, which includes practices like writing six-page memos and banning PowerPoints, keeps employees engaged and invested in the company's success.

6. Starbucks' 'Bean Stock'

Starbucks offers a program called 'Bean Stock', which gives eligible employees company shares. By making employees part-owners, Starbucks not only boosts engagement but also ensures that employees have a vested interest in the company's performance.

7. Salesforce's '1-1-1 Model'

Salesforce follows a unique '1-1-1 model', where it contributes 1% of its equity, 1% of its employee's time, and 1% of its products to philanthropic efforts. This initiative fosters a sense of purpose and engagement amongst employees, who take pride in their company's commitment to social responsibility.

8. Unilever's 'Sustainable Living Plan'

Unilever has implemented the 'Sustainable Living Plan', which aims to halve the environmental impact of its products by 2030. This initiative has boosted employee engagement by aligning the company's goals with the personal values of its employees.

In conclusion, these case studies highlight the innovative strategies large corporations are using to boost employee engagement. While the specifics vary, the underlying theme remains the same: when employees feel valued, supported, and part of something bigger, they are more likely to be engaged.

Conclusion on Employee Engagement Case Studies

In a rapidly evolving business landscape, these employee engagement case studies serve as a testament to the power of effective engagement strategies. They highlight how various organizations, regardless of their size or industry, have successfully harnessed the potential of their workforce by fostering a culture of engagement.

It's clear that employee engagement is no longer a luxury, but a necessity for businesses aiming for long-term success and sustainability. From leveraging technology to facilitating remote work, fostering diversity, and implementing team-building activities, businesses are exploring innovative ways to keep their employees engaged and motivated.

The case studies we've explored have demonstrated that employee engagement is not a one-size-fits-all approach. Each organization has to consider its unique circumstances, workforce dynamics, and strategic objectives to shape its engagement initiatives. However, the common thread running through all these case studies is the positive impact of genuine and consistent employee engagement on overall organizational performance.

As we move into 2024, the importance of employee engagement is only set to increase. With the rise of remote work and the increasing emphasis on diversity and inclusion, businesses will need to continue innovating and adapting their engagement strategies to meet the changing expectations of their workforce.

In conclusion, these case studies underscore the transformative power of employee engagement. They serve as a powerful reminder that when employees feel valued, heard, and engaged, they are more likely to contribute their best work, leading to increased productivity, improved employee satisfaction, and ultimately, heightened business success. As such, employee engagement should be at the forefront of every business leader's strategy moving forward.

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About Scavify

Scavify is the innovative employee engagement app and platform for organizations looking to elevate employee engagement and productivity! Our innovative app is designed to help you create a workplace culture that inspires and motivates your team. With our automated technology and expert support, you can transform your organization into a thriving community of happy, engaged, and high-performing employees.

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New Case Study: Healthcare System?s Recognition Program Increases Employee Engagement by 9%

MAY 26, 2020

Tidelands Health has more than 2,500 employee , physician, and volunteer partners working to promote wellness, prevent illness, encourage recovery, and restore health. Download the full case study . Increase employee engagement by giving meaningful recognition to its employee partners. The Challenge.

How To Apply Design Thinking in HR (+ 3 Case Studies)

AUGUST 16, 2023

For example, a projected company sale will cause speculation about job longevity and distract employees from their work. Instead of focusing on the problem of decreasing productivity , a design thinking methodology would look for ways to address concerns and increase employee engagement throughout the course of the sale.

Case Study: Enhancing Employee Engagement and Recognition at Virtua Health

C. A. Short Company

OCTOBER 16, 2023

About Virtua Health Virtua Health is a prominent not-for-profit healthcare system located in southern New Jersey. With over 14,000 dedicated colleagues, Virtua is committed to delivering exceptional healthcare services and resources to its community.

13+ HR Case Studies: Recruiting, Learning, Analytics, and More

SEPTEMBER 3, 2019

As someone who has worked in the HR profession, I know well the full value of stories, examples, and case studies . While much of the work we do at Lighthouse Research & Advisory focuses on quantitative research studies , we do a fair amount of qualitative research as well. Using Hackathons for Branding and Retention.

Case Study: Supermarket chain correlates manager Bonfyre activity to store performance

MARCH 24, 2023

Data continues to show that people leave managers, not companies, and ensuring managers actively participate in and sustain employee engagement is paramount. Data continues to show that people leave managers, not companies, and ensuring managers actively participate in and sustain employee engagement is paramount.

The Evolution of HR with AI Technologies

FEBRUARY 19, 2024

AI also plays a crucial role in enhancing employee engagement strategies. By analyzing employee feedback and performance data, AI can identify what motivates employees , what training they need, and how to improve their job satisfaction.

Navigating Pay Changes: Lessons Learned from Noteworthy Case Studies | HR Cloud

AUGUST 30, 2023

Whether it's adjusting salaries, implementing new compensation structures, or addressing issues related to pay equity, these changes can have a significant impact on the overall success and employee satisfaction of a company.

Case Study: Manufacturing Client Connects Frontline Employees

MAY 2, 2022

It’s also important to know that industries with deskless workers experience very high turnover – which is inevitable when employees are disengaged and do not feel connected to their company. Why is the manufacturing employee experience so critical for business outcomes? Work email *. Bonfyre is committed to your privacy.

Resolving Conflict: A Case Study

Civility Partners

JANUARY 27, 2023

Register for our March 19 webinar if you want to: Learn more about DISC Gain insight on your communication preferences Get some tools for conflict resolution Understand how DISC profiles tie into employee engagement , or Brush up on personal leadership skills. Our webinar’s going to be packed with all that and more.

Your In-Depth Guide to Implementing Job Shadowing (+ Google Case Study)

AUGUST 14, 2023

Benefits of job shadowing Benefits for the organization Enhanced employee engagement : Job shadowing can also help to enhance employee engagement by allowing employees to learn more about their colleagues and the company.

[CASE STUDY] Transforming Organizational Culture

JUNE 10, 2021

We recently put together a case study regarding one of our clients, Rainbow Municipal Water District (RMWD), and thought we’d share it in case you were looking for ideas on improving your own workplace culture. The post [ CASE STUDY ] Transforming Organizational Culture appeared first on Civility Partners.

Case Study: Bonfyre helps call center leaders to engage teams in a remote setting

APRIL 27, 2023

In this post, we’ll take a closer look at some of the challenges call center leaders face when engaging their remote teams and how Bonfyre has helped enable them to be successful. It was found that engaged call center employees are 21% more productive than disengaged employees . Bonfyre is committed to your privacy.

Flimp Communications’ 2021-22 Open Enrollment Case Study and Trends Report Shows Digital Postcards Drive Extraordinary Employee Engagement Rates of 72 Percent

MAY 24, 2022

May 25, 2022 Boston, MA Third-annual report offers analysis of over 200 digital benefits communication campaigns that reached 700,000+ employees with targeted OE messaging, educational videos and other trackable content Flimp Communications, the leading full-service provider of digital employee communication and engagement solutions, today revealed.

The Best New Books on Employee Engagement

JANUARY 21, 2019

The world of HR is constantly evolving, so it is absolutely critical for leaders and HR professionals to stay on top of emerging trends and innovative approaches to address classic conundrums, like employee engagement . . Engaged employees means productive, loyal employees . By Glenn Elliott & Debra Corey.

Case Study: Credit Union

OCTOBER 1, 2020

Today’s case study explains how TimeSimplicity can help a typical small credit union maintain quality customer service while controlling operating expenses through automated credit union employee scheduling. We’ve just added recruiting, onboarding, benefits enrollment, performance reviews, and employee engagement !

What is HR Analytics? All You Need to Know to Get Started

FEBRUARY 28, 2024

The company encourages employees to take at least one longer period of time off per year, as well as multiple shorter breaks. For more real-world HR analytics examples, you can refer to the case studies we published in the past. This engaging , in-depth course is 100% online and self-paced.

The Neuroscience of Employee Engagement

FEBRUARY 6, 2018

Job satisfaction is at the heart of employee engagement . Today, neuroscience (the study of the nervous system) can explain the fundamentals of human motivation at a molecular level. This makes me question: how can we leverage neuroscience findings to help optimize employee engagement initiatives? Let’s explore ….

Learning Management Case Study: Gerber Poultry

DECEMBER 6, 2019

Specifically, they needed a tool to deliver personalized training courses to employees , track completions for compliance purposes and eliminate the manually-intensive work that was required for Gerber’s HR team.

DOES EMPLOYEE ENGAGEMENT MATTER TO ORGANIZATIONS WITH HIGH TURNOVER? - DecisionWise

FEBRUARY 9, 2018

Recently, we have had several organizations come to us with the same basic question: What can we do to improve employee engagement if 90% of our employees stay less than 6 months? It might be tempting to think that employee engagement simply doesn’t matter in these types of scenarios. ACME Cleaning Services, Inc.,

Navigating Uncertainty: The Strategic Imperative of Investing in People and HR Tech

FEBRUARY 7, 2024

UAE businesses are increasingly recognizing the pivotal role of HR tech in streamlining operations, enhancing employee engagement , and fostering a culture of innovation. This collection of case studies showcases success stories where savvy UAE companies harnessed the power of HR tech to drive out of the box results: 1.

Case Study: Meeder Investment Management

JANUARY 17, 2020

Adding Paycor Recruiting , Onboarding and Learning Management to their HR process helped Meeder Investment Management save time and increase employee engagement . “I Paycor’s LMS helped increase productivity across the workforce by offering a consistent training experience for employees , including onboarding courses for new hires.

How to Boost Call Center Employee Engagement in 2024

DECEMBER 21, 2023

Would you like to reimagine how call centers function and improve their productivity and efficiency by increasing employee engagement ? Call centers are increasingly improving performance and customer service by boosting employee engagement . Read on to learn how you can boost employee engagement in call centers.                      

New Case Study: Recognition Builds Community at Chelsea Groton Bank

DECEMBER 2, 2019

Download the full case study . Terryberry is a provider of employee rewards and recognition programs, serving thousands of clients in North America and the UK. The post New Case Study : Recognition Builds Community at Chelsea Groton Bank appeared first on Terryberry. The Solution.

7 seamless ways to make your workforce adopt new technology. (+ case studies) | HR Cloud

MARCH 1, 2023

However, getting your workforce to adopt new technology poses many hurdles that management and employees must overcome to achieve the desired results.

Employee Engagement Strategy: “3 Ways to Improve Employee Engagement in Your Organization” by Marie Johnson

The Incentive Solutions News blog

JUNE 26, 2020

Employee Engagement Strategy: Improving Work with Marie Johnson. Our eBooks, FAQ’s and case studies are packed with information about deploying an incentive program that best suits your needs. Incentive Rewards. Our Incentive rewards inspire motivation in your participants and produce the most ROI for your brand.

The Great Resignation’s Achilles Heel: Employee Engagement

Semos Cloud

FEBRUARY 4, 2022

The Great Resignation’s Achilles Heel: Employee Engagement . The lack of Employee Engagement is the basic issue you should tackle when trying to battle The Great Resignation in your organization. Read case study : Our Client Increased Employee Engagement Through Recognition. All, Best Practices.

The Talent Slow Fade: A Case Study of Motley Fool’s Approach to Engagement

JULY 6, 2017

Note: As in all case studies and stories of successful talent approaches, I don’t advise copying any of the firm’s policies or approaches and trying to integrate them into your workplace without first considering the cultural elements necessary for success and what this would look like applied to your unique culture.

Case Study – Zoos Victoria

NOVEMBER 30, 2020

Each of these key actions areas has key objectives linked to them, providing Zoos Victoria with the ability to align employees ’ individual responsibilities to the organisations strategy, through clearly defined objectives. Achieving the business strategy is the key success factor for Zoos Victoria.

13 Employee Engagement Trends for 2020

Vantage Circle

DECEMBER 5, 2019

Employee engagement is a very abstract concept. It is the “emotional connect” that an employee feels towards its organization. Same goes for employee engagement . With every new generation in the workforce, employee engagement trends change drastically. 13 Employee Engagement Trends for 2020.

The Importance Of Employee Engagement In Healthcare

SEPTEMBER 1, 2020

The global pandemic has now led to an increase in demand for healthcare, and it has become very vital to drive employee engagement , now more than ever. Engaged healthcare professionals tend to attend their patients with genuine smiles and put an extra effort to help them with their questions and concerns. Patient Satisfaction.

Vaco Case Study – The Journey of a Performance Culture

SEPTEMBER 14, 2020

Webinar Overview: To be prepared and positioned for the future, study the past. The post Vaco Case Study – The Journey of a Performance Culture appeared first on Performance Culture. Living in the COVID world presents challenges most people leaders never considered.

Case study: How PCI leverages their intranet to improve communication and unite remote employees

ThoughtFarmer

JANUARY 21, 2021

Our newest case study with PCI exemplifies what it means to be a great place to work. Click here to read the case study . Have you ever wondered what makes a workplace exceptional? Or what it takes to win a top employer award? The answer probably won’t surprise you. It’s the workplace culture.

10 Meaningful Ways to Celebrate Work Anniversaries + A Case Study

JULY 15, 2019

In addition to honoring a well-deserving employee , making recognition a regular practice at your organization can increase employee engagement levels by nearly 60%. Recognition in Action: InVision Case Study . There’s no office to bring a cake to,” Julie DeBuhr, InVision’s Senior Director, Employee Engagement , says.

4 Unsettling Facts That Are Disrupting Employee Engagement in Healthcare

MARCH 5, 2019

Employee engagement is a problem facing nearly every industry. The latest Gallup poll shows that just over 30 percent of the workforce claim to be engaged at work. While engagement remains low across the board, the healthcare industry seems to be getting hit the hardest. Success Stories.

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This is not me

• February 22, 2018
• 8 minute read

Employee Engagement Case Studies: A Look at Hyatt’s Wildly Successful Strategy

Today’s world-renowned Hyatt hospitality brand traces its origins to 1957 when brothers Jay and Donald Pritzker purchased the original Hyatt House motel that planted the seeds of a hospitality empire. The company now has over 600 properties in more than 50 countries and employs more than 100,000 people.

Known for upscale lodging and fine dining on-site, Hyatt is also building a reputation for having an outstanding employee engagement strategy. More specifically, the company focuses on employee development and promotion from within .

The company also makes it a point to share that their comprehensive employee engagement strategy is not an add-on developed to keep employees content. Rather, it is a pillar of the company’s overall business strategy – one that has seen steady growth as well as avoidance of problems that often plague the hospitality industry, such as high employee turnover.

Turnover Much Lower at Hyatt than Competitor Hospitality Chains

Finding hotel housekeeping associates has always been challenging, and the problem has worsened over the past several years . Not only do many housekeeping professionals change jobs frequently in the pursuit of better pay or more flexible hours, many housekeeping professionals who stick with a hospitality brand want to step up to more responsible positions, and when they do, more housekeeping vacancies open up.

A hospitality brand whose employee engagement strategy does not include housekeeping staff, or that relegates staff appreciation to National Housekeeping Appreciation Week in September, can expect to continue to deal with high turnover.

Check out Hyatt’s average Retention Scores measured on various parameters, which is impressive. This is because the company offers outstanding training, hires and promotes from within, and has a rock-solid commitment to employee diversity. Hyatt’s employee engagement strategy encompasses all employees, not just corporate or managerial ones.

Top Reasons Hyatt Employees Are Engaged in Their Work

Hyatt employees themselves list several reasons why they remain engaged in their work, and all of them go right back to the company’s employee engagement strategy. Not only are there tangible perks like travel discounts and free or subsidized on-site meals in the company’s well-respected restaurants, Hyatt makes it a point to listen to employees and to train them how to listen effectively to each other and to hotel guests.

Additionally, the company offers tuition reimbursement, encouraging employees at all levels to further their education. They also team up with organizations like Khan Academy to provide skill training to employees so that more employees have more access to expanded career choices. In short, Hyatt does not just talk about investing in their employees. They actually do it.

Commitment to Diversity Is More Than Lip Service

A company does not expand into over 50 countries and employ more than 100,000 people while maintaining strong employee loyalty without being committed to employee diversity . Hyatt does not just parrot talking points about diversity; they act. As a result, the company has earned awards such as the Human Rights Campaign Best Place to Work for LGBT Equality , has been recognized by the AARP for employing older workers, and has been recognized by Hispanic Business Magazine and the NAACP for their commitment to hiring people of color.

By openly committing to diversity in the workplace, Hyatt automatically improves its transparency and demonstrates that people from all backgrounds are welcome, which is greatly beneficial to overall employee engagement. In fact, it is safe to say that an employee engagement strategy that glosses over employee diversity or does not mention it at all is an employee engagement strategy that will fall short.  

Empowerment as a Pillar of the Employee Engagement Strategy

Employee empowerment is a key element of Hyatt’s employee engagement strategy. Employees who feel unable to act to solve the inevitable problems that arise in day-to-day business cannot be expected to be engaged in their work because their efforts are stopped before they can start. Hyatt offers ongoing training opportunities for employees and trusts them to act when problems arise. This not only results in problems being solved more quickly, but it also improves employee engagement because engaged employees are ones who know that their work makes a difference on multiple levels.

Empowerment of employees to listen and solve problems not only helps them in their current work, but also helps prepare them for greater responsibilities, and this is critical in a company that likes to promote from within.

Hyatt Understands the Connection Between Engagement and Business Outcomes

Ultimately, Hyatt’s employee engagement strategy is about creating better business outcomes. A company that is in a constant cycle of replacing workers due to high turnover simply cannot achieve the level of competence of a company that has loyal, well-trained employees. Companies that demonstrate to employees that their development as a person and as an employee is important by reimbursing education costs naturally have more engaged employees than those that do not.

The right employee engagement strategy does several things, but two of the most important are empowering employees to excel on a daily basis and making employee engagement part of the very foundation of working for the company. The investment and effort are real, but the rewards show a consistent, strong ROI from such an approach.

How an App Can Help Orchestrate Your Employee Engagement Strategy

The elements of your company’s employee engagement strategy must be specific to your company, of course, but technology in the form of the employee engagement app can make the implementation of the strategy significantly more effective. With HubEngage, you can develop a highly customized employee engagement app that will become an indispensable part of your overall employee engagement strategy.

HubEngage offers a fully customizable employee engagement app platform for the hospitality and travel industry that lets you add your brand elements, customize your user interface, and offer functionalities that are known to improve employee engagement. For example, HubEngage allows you to deliver training modules, solicit employee feedback, deliver instant notifications, and provide employees with personalized content feeds that simply help them do their jobs better. You can even make it fun with gamified learning and fun productivity tools.  See firsthand how HubEngage can transform your organization.  Schedule a demo today with a specialist today. 

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Starbucks Employee Engagement with Starbucks

Employees are the very heart of the Starbucks brand- yet despite its strong culture of “serving up good” through a global offering of social impact opportunities, Starbucks employees were lacking in awareness of these opportunities. 

Aiming to better engage store employees in the social impact initiatives led at the corporate level, Starbucks partnered with Purpose to develop a bespoke engagement strategy. Through research, focus groups, interviews & landscape reviews, Purpose created a strategy that included core values to unite corporate & in-store employees, ownable roles for every employee to play in contributing to social impact & ideas for channels and resources that could make the experience enjoyable to all.

To activate this engagement strategy, Starbucks launched a neighborhood grants program which has now received over 8,000 grant nominations from 13,000 employees- and in June 2020, The Starbucks Foundation committed $1 million in Neighborhood Grants to promote racial equity and create more inclusive communities.

Despite Starbucks’ incredible offering of social impact opportunities across the world, initiatives rarely made it into the lives of store employees — the partners at the heart of the brand.

While Starbucks has a strong culture of “serving up good” through service and community connection initiatives, the company recognized that their employees lacked information about what work was happening and what engagement options were available to them. Only 1 in 30 baristas we spoke to had ever heard of Starbucks stores doing social impact work.

Starbucks aimed to make working at the company feel like the best job in retail by offering opportunities for store partners to live their values at work by taking part in global social impact initiatives.

By supporting store partners to serve their communities, Starbucks set out to supercharge the positive impact the company makes on the neighborhoods it serves, and make working at Starbucks feel like more than just a day job.

Theory of Change

Purpose partnered with Starbucks to unearth insights about what was holding store employees back from participating in global social impact initiatives, and determine what might motivate them to take part.

Through polling, focus groups, interviews and landscape reviews, Purpose developed a bespoke engagement strategy for Starbucks to utilize when creating and implementing impact initiatives that would touch the lives of store employees.

Interviews with Store Partners

To begin our research, Purpose conducted interviews with a number of store employees — from baristas to upper management — to understand what they knew about volunteering and service initiatives at Starbucks, and how they felt about getting involved.

Interviews illustrated the awareness gap — but also showed that without time, resources, and permission allocated to social impact activities, partners days were too busy to take time out for ‘extra work.’ Social impact opportunities at Starbucks sounded exciting, but were far from accessible.

Polling Store Managers

Purpose fielded an online survey via Workplace with a focus on Store Managers to further interrogate findings and assumptions that came to light during focus groups. The survey was fielded to over 130 employees, and gathered concrete perspectives on social impact from partners across geographies.

Survey results gave us insight into why Starbucks management chose Starbucks, and what they believed made the company special. We heard that of all the reasons people join Starbucks, it’s the community, connection, and teamwork a job at Starbucks offers that makes people stay.

Barista Focus Groups

To dig one foot deeper, we facilitated four focus groups in New York City, consisting mostly of Starbucks baristas. In conversations with 30+ employees, we learned more about the issues they cared about — which ranged from animals and the environment to advancing racial equity and justice in their own neighborhoods.

However, partners told us one thing loud and clear: in order to participate in social impact, they needed to feel a personal, local connection to the cause.

With insights in hand, Purpose created a strategy for engaging employees in global social impact work moving forward.

The strategy aimed to equip corporate leaders with the values store employees need to see reflected in social impact opportunities, and the roles they can play within those opportunities. It also outlined several meaningful programmatic options for corporate to deploy.

Combined with recommendations on tools and resources required as well as how to measure impact, the final product acted as a framework for partner participation.

After the rollout of the global social impact strategy, Starbucks approached Purpose for help with qualifying their current social impact employee engagement opportunities against the new framework.

Together, we ran each of Starbucks impact initiative through assessments to ensure the programmes delivered on the accessibility, valued-based, local experiences the strategy promised. Where gaps in initiatives were identified, Starbucks reworked programmes accordingly to ensure they were right for partner engagement.

The corporate team at Starbucks was particularly excited about applying an impact-centered approach to the core of their social impact offerings. To help colleagues across marketing, store relations, and global social impact understand the new methodology, Purpose facilitated a day-long workshop to train staff on how to use a theory of change to ensure programmes are designed strategically, audience first, and with impact at their core.

Starbucks activated their engagement strategy by refreshing their Neighborhood Grants program to make employees the driver of each grant. In the program, employees were invited to nominate the local  organizations that serve the communities where they live and work, to truly center the needs and opportunities employees observe as they interact with their communities in Starbucks stores every day. Since the launch, there have been over 8,000 grant nominations from 13,000 employees, which continues to grow.

The refreshed partner engagement strategy for global social impact changed the course of community investment and employee engagement at Starbucks, for good. By making all social impact programmes tailored to partners personal passions, Starbucks became more than a place to work — it became a place for partners to bring their authentic selves to work each day, serve the communities they love, and live their values.

When Black Lives Matter protests spread across the country in the summer of 2020, Starbucks was equipped to heed employee calls for action — committing $1M in grants to racial justice organisations nominated by store employees themselves. As COVID struck, they asked partners to lead the way in determining how the company could help.

The partnership has shown us that the impact a company can make when we meet employees where they are is boundless.

Case Study: How Google Boosts its Employees’ Engagement

You might have heard about this mantra: ‘happy employees produce better results.’ this is the mindset of google to keep its employees productive and satisfied. this article explains more..

Let’s say you’re a company providing software development services . If your developer’s team isn’t enthusiastic about their projects every day, you’re not going to achieve excellence. This is productivity’s power. But remember productivity is dependent on the company’s culture.

Why is everyone talking about Google’s culture or work environment? We know that Google is one of the most influential and powerful companies around the globe. The company follows a pretty well unique culture instead of corporate culture.

It has something that every big organisation needs to follow to level up their employees’ engagement or morale. The culture of any company is vital to its success and Google is perfectly right on the track.

It has one sole purpose:  Keep the employees happy and keep up the productivity.

Google has been at number ONE place from the past six years and featured on  Fortune’s  annual list of  ‘Best Companies to Work For.’  And this is not it. Google has also been named as the tech company with the best culture. (Reported by Forbes) Furthermore, Google has a 4.4 rating on  Glassdoor  based on 6000+ employees reviews.   

Google’s morale

This is what the employees of Google answered the questions asked about their work culture.

• Acknowledged for the efforts?

Yes: 61 % Employees

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No: 39% Employees

• Job Security?

Very Secure: 34 % Employees

Neutral: 19% Employees

Insecure: 8% Employees

Very insecure: 5% Employees

• Work Environment?

Positive: 85% Employees

Negative: 15% Employees

• Excited about going to work daily?

Yes: 80% Employees

No: 20% Employees

So, without further ado, let’s move towards the ways Google uses to boost its employees’ engagement .

“There are way easier places to work, but nobody ever changed the world on 40 hours a week. But if you love what you do, it (mostly) doesn’t feel like work.”- Elon Musk.

How Google Keeps Its Employees Productive And Engaged?

Exclusive perks.

Today, employees want a job in a company that makes them love what they do. Never for financial benefit or intellectual recognition. Yet instead of chance to add to the common good.

The major differentiator is to make a real difference.

Google offers different perks to its employees to show them that they are not only investing in their overall health but their future as well.

• Chef-prepared free organic food (breakfast, lunch, and dinner);
• Free dental and health checkup;
• Free and unlimited dry cleaning;
• Subsidised massages;
• Several foosball, ping pong, video games stations;
• On-site physicians;
• Gyms/swimming pools memberships;
• Free haircuts from professional hairdressers;
• In-house nap pods;
• Death benefits to deceased employees’ families, and;
• Hybrid car subsidies.

Flexibility

Google has been one of the very first companies that had a vision of understanding the employees’ needs. It lets its workers have a flexible schedule so that they can work on their terms and enhance creativity and productivity. They have given their employees complete freedom to work in a way that is most suitable to them.

Knowing the employees well

Google had gone through a series of laboratory tests to figure out the productivity of their employees. They had four different experiments that included 700 participants. All the employees were treated to free drinks, fruits, and chocolates or shown a comedy movie clip.

They also enquired some of the participants about the family tragedies as a part of their assessment. After this, they found that happiness is the reason for 12% more productivity.

Google promotes an innovative and diverse organisational culture that has been a part of its employee’s life. A positive creative atmosphere and a safe working space offered by Google to its workers keep them comfortable and happy at work. The concept that being a part of Google is about being smart and wise encourages the employees to think openly and keeps them productive.

Nowadays, there are different creative coworking spaces which are known to be a perfect alternate to a workplace. These spaces are believed to deliver various advantages such as strong networking and increased engagement.

Google’s founders were researchers who had a belief in innovation and freedom of thinking. This is one of the main factors that influenced the style of Google’s leadership.

According to Brassfield, 2013, a positive leadership style stimulates inspiring and motivating employees to develop innovative ideas and inventions.

Keeping people inspired

Future Workplace, in 2017, demonstrated in a study that one of the biggest threats to employees’ engagement is employee burnout. It has also been found out that many proficient workers are often overburdened with the tasks that lead to halted innovation, incomplete work, etc.

What does Google do about keeping its employees productive, inspired, or motivated? Google’s strategy for this is  20% time . Every employee devours up to 20% of his time at work each week on ventures that inspire him.

This concept inspires employees as it allows them to concentrate on things they love or are passionate about. It can prevent burnout, decrease turnover, increase engagement.

Image: Pexels

Career development

Google provides an extensive professional growth program that is successful and creative and guarantees long-term performance for all the employees. The career development program of Google is one that ensures incentives are provided to employees to meet their professional and personal progression.

Google has adopted a unique way to promote the professional development of all its employees. CareerGuru  is a career coaching that provides all the details to the employees by Google’s leaders about working at a specific role in the company.

Creativity Encouragement

The companies that believe in fostering a culture of creativity have happy, satisfied, and motivated employees. Google leads the way in promoting creativity in their employees.

They are free to express their ideas as a solution to any problem. Moreover, employees are encouraged to work wherever they are comfortable in the workplace. Google has a set up where rather than just considering an applicant’s professional background, they look to recruit people who are normally inquisitive and fond of learning.

Trusting Employees

Google believes in trusting their workers because trusted employees feel more valuable. It can also boost the sense of job satisfaction and can also decrease the rate of staff turnover.

In a survey by PwC, reliable employees are 76% more engaged in their work than those in a low trusting environment. Trusted employees are happier and they have the urge to go the extra miles.

Culture based on qualitative data

Google has always been searching out different ways to optimise the performance of its employees while ensuring their happiness and satisfaction. Everything done at Google is based on real data. They use the qualitative and quantitative facts to set up processes and every single rule that is streamlined.

Google has additionally performed researches to discover how much paid time off new mothers would need and ways of building an improvised and better culture.

Fun workplace

Have you ever been allowed to design your own workstation at your company?

Probably not. But Google does it. It lets the employees design their desks or workstations.

When you see the pictures of the workplace, it seems an interesting adult play and work area and not a dull and lifeless space.

Google has always tried to push the boundaries of its workspace.

Collaboration of coworkers

At Google, the employees are urged to collaborate. They have a program called ‘Googler to Googler’ to keep them productive and promote skills such as management, public speaking, orientation, or extracurricular activities.

It is crucial to build a sense of community to create a positive culture. The company has arranged several micro kitchens around the whole workspace where coworkers can have a little chit-chat session. No one has to spend time on deciding where to eat because Google has various break-out spaces for lunch.

Google’s way of listening

Google employees have developed great software and projects that include Gmail, AdSense, Google News, etc. and all these big projects were originated because of its staff productivity approach. Google has a way of collecting employees’ feedback and listening to their suggestions that is  gDNA.

• The employees utilise a device ‘Google Moderator’ , the result of 20% time strategy, to inquire about something and vote on inquiries of others;
• The company holds a meeting, every Friday, where the managers react to the most famous inquiries of the week;
• Leaders or managers utilise a charting instrument called Google-O-Meter to measure the prominence of various worker bits of advice;
• Leaders likewise plan “Fixits” to comprehend huge, critical issues; and,
• Fixits are 24-hour runs where team members give their full focus around discovering solutions for explicit issues.

So, can Google teach us anything?

If you are planning to adopt these learnings at your organisation just like Google keeps its employees productive, it’s essential to test the progressions first and measure the results.

It’s a great deal of work, however, the engagement advantages will make the difficult function admirably justified.

About the Author

Usman Akram is a digital marketer and SEO specialist who’s passionate about experimenting and discovering new SEO tactics and strategies to dominate search rankings while bringing an unmatched user-experience. As of now Usman is serving Buzz Interactive , a leading digital marketing agency as the head of SEO.

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Building Employee Engagement through Product Innovation

Amex’s Travel Financial Capture (TFC) group’s leadership team saw the need for fundamental change. Fragmented business processes were creating errors and losses; groups weren’t working well together; the workforce was disconnected from the business strategy and customers were highly dissatisfied. Employee engagement was low and employees felt they were getting “beaten up” by ongoing reengineering, outsourcing, and resource shortages. At the same time, employees were undergoing new information technology initiatives.

Management could see that the group was not prepared for the tremendous challenges it was facing. Something needed to be done quickly, and a top-down change initiative clearly wasn’t the answer.

What we did:

The leadership team wanted to accelerate the change process, build commitment to the organization, turn morale around and create a flexible, smooth-running business. OTM proposed an organization redesign process that would focus on employee engagement throughout the entire organization, provide a platform for team building, gain commitment and rekindle the spirit of its workforce. OTM led the team through an organizational design project that rebuilt the structure based on the team’s own definitions of what was required. Going through a comprehensive process facilitated by OTM consultants meant that no details or consequences were left unnoticed or unresolved.

The Result:

Employees Become Leaders

TFC’s new design eliminated functional silos and highlighted the interdependence of the various groups. It increased collective and individual morale and employee investment while reducing defensiveness and increasing receptivity to change. Unlike many such initiatives, the process OTM brought to TFC focused not just on deficiencies but also on positive performance and what had been successful, enabling TFC to respond quickly to their fast-changing business environment.

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In every business I’ve ever been in, leadership was always top-down. The way OTM structured this process we were all business owners and equals. The most important thing is that leadership was brought to everyone in the business.

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Employee Engagement Best Practices and Case Studies

Delivered june 7th, 2021 . contributors: bahri s., key takeaways.

• Employee engagement is essential in the workplace; a study found that employee engagement decreased turnover by 14.9% and increased productivity by 69% in workplaces.
• BKD had used Quantum Workplace's platform to promote continuous coaching to employees as well as build "an inclusive feedback culture for more frequent and meaningful conversations."
• Internal c o m m s play a key role in "ensuring a good mutual understanding and cooperation within the workforce." According to a survey by Harris Poll, over 70% of employees were engaged when their organization provided clear internal communication regarding information of value.

Introduction

B e s t practice: employees' ideas.

• The program should be developed around employees' ideas. This can be done through employee suggestion programs and by replacing the old suggestion box.

• Similar to customer feedback programs, employee suggestion programs ( ESP ) invites employees to voice their concerns and share ideas for solutions. While many companies already offer ESP's, many of them don't utilize technology to ensure that it's as effective as possible. And although a wooden suggestion box placed on the wall is a good start, suggestions aren't always checked regularly; this risks resentment and confusion. Switching to a digital solution can increase accountability and improve the process for listening to employees' suggestions.
• According to a study conducted by the Employee Involvement Association, organizations can expect to save almost $350 annually per employee through the implementation of an employee suggestion system.
• According to Charles Martin, the author of Employee Suggestion Systems : Boosting Productivity and Profits, "companies that set up effective "suggestion systems are finding that employees have great ideas that can lower costs, increase revenues, improve efficiency, or produce greater quality."

B e s t Practice: Internal C o m m s

• The company should ensure that good internal c o m m s are part of their employee engagement solution.
• Internal c o m m s play a key role in "ensuring a good mutual understanding and cooperation within the workforce."
• According to a survey by Harris Poll, over 70% of employees were engaged when their organization provided clear internal communication regarding information of value.
• According to Forbes , "when employees are kept in the loop of what’s happening internally, their loyalty and satisfaction increase ultimately improving the annual revenue and reputation of the company."
• Gallup found that companies with a highly engaged workforce outperform their competitors by 147%.
• The Holmes Report revealed that companies with strong internal comm strategies gave shareholders 47% higher returns.
• Trade Press Services posted an article regarding the importance of using internal c o m m s to enhance business growth. They revealed that "85% of employees said they’re most motivated when management offers regular updates on company news."
• An example of good internal communications leading to positive outcomes can be seen in the case of Thomson Reuters. When Thomson Reuters improved its internal c o m m s , they were able to address their problem regarding how their employees are not placing enough importance on innovation. After implementing good internal c o m m s , Thomson Reuters saw "an upturn in the number of requested innovation projects."

Case Study: Microsoft

• Microsoft is a multinational tech company that sells computer hardware, software, and related services; they are an example of a company that's successfully developed an employee engagement program for their employees. Microsoft had invested heavily in internal c o m m s and the improvement of employee experience in various departments.
• For example, Microsoft had teamed up with Centrical to make their contact center service agents be more productive, responsible, and engaged.
• Microsoft had implemented Centrical in its call centers for its "ability to fuel engagement through advanced g a m i f i c a t i o n , while combining learning and performance data into one platform."
• The program would reward call center agents intrinsically as well as give them personalized goals. Using Centrical, agents are given a visual reminder showing them how every activity they do matters and would get them closer towards their goals. Microsoft would offer employee points and badges to those who exhibit positive behaviors such as adherence to schedule.
• Soon after this program was implemented, 78% of Microsoft's call center agents expressed that they felt more empowered and ready to do better at their work, and absenteeism dropped by 12% overall.
• Microsoft had utilized its own products (e.g. Microsoft 365 ) in order to improve communications and employee engagement.
• The programs had resulted in more interconnected and personalized employee experiences; it has also enabled Microsoft employees to innovate, create, and collaborate seamlessly among the teams that they belong to and work with.
• Eighty-five percent of Microsoft employees say that they are proud to be part of the company.

Case Study: BKD + Quantum Workplace

• BKD is in the professional/scientific/tech services industry , and they are one of the largest U.S. advisory and accounting firms; they have between 2,501 to 5,000 employees.
• According to Julie Cummings, the managing director and chief human resources officer ( HRO ) at BKD, they built their programs by listening to the themes and feedback gathered through their annual engagement survey as well as other feedback tools, and then generating action plans to support improvement." She also added that the company had identified a direct link between engagement and employee performance.
• BKD utilized Quantum Workplace to provide a solution for performance management transformation. BKD knew that it was imperative to implement an effective solution that would drive frequent and meaningful coaching conversations. By implementing this solution , BKD could "drive employee engagement, increase performance, and help with employees' goal achievement."
• Through their employee engagement survey data , BKD was able to identify what would most efficiently engage employees. And based on the findings, BKD implemented "one-on-ones". Within this tool, templates were created to efficiently "drive quarterly conversations between career coaches and employees, encouraging regular touchpoints and more meaningful discussion about goals and development."
• BKD also used the same approach with feedback by providing employees with a tool they could use to request and give real-time feedback to ensure that employees were on the right path for success.
• Through this tool , "employees could gather input from different perspectives, including from a 360° view, to provide them with a deeper self-awareness, better relationships, and professional development acceleration."
• Key Performance Successes:
• Eighty-six percent of employees are "proud to work with BKD."
• Seventy-six percent of employees believe that "BKD’s people-first culture drives their overall success."

Case Study: M o l s o n Coors Beverage Company

• M o l s o n Coors operates as a brewing company that brews and produces beer. M o l s o n Coors is an example of a company that has successfully executed an engagement plan amongst its employees.
• Their employee engagement initiatives have produced engaged employees that were five times less likely than non-engaged employees "to have a safety incident and seven times less likely to have a lost-time safety incident."
• Engagement had also improved sales performance at M o l s o n Coors. And as a result of the initiatives , the company had saved over $1.7 million in just one year.

Research Strategy

Did this report spark your curiosity, how to use employee motivations to increase employee engagement - emergenetics, employee suggestion systems - benefits, cost, elements of a successful suggestion system, microsoft unveils new employee experience platform — microsoft viva — to help people thrive at work - stories, microsoft engagement case study - centrical, microsoft employee engagement, reinventing the employee experience at microsoft, 7 reasons why internal communication is important in the workplace, how internal communications methods are used to enhance employee engagement -vibons, 3 effective ways to improve your internal communication to boost employee engagement, the companies nailing internal communication today: 11 inspiring examples • blink, 7 companies with great internal communications, 17 must follow employee engagement best practices for hr managers, using internal communications to enhance business growth - trade press services, internal communication is changing. are you keeping up • blink, bloomberg - are you a robot.

Case study: Modern approach to employee engagement

Informed insights and a sophisticated mix of digital communication are unlocking the power of employee engagement to improve health and lower costs.

When employees are engaged in their health care by actively using the programs and services available to them, outcomes improve, costs can decrease and employees may be more productive.

The most effective engagement strategies start with consumer-centric research to understand employee behavior. UnitedHealthcare has developed an on-demand insights panel that provides real-time consumer feedback and identifies employee pain points, barriers and motivators.

Then, to inform and maximize employee conversion and engagement, messages, concepts and campaigns are rapidly tested and refined.

As the right message is crafted for each target audience, a number of data-driven steps are taken to reach each employee at the right time in the right place. That means developing a strategy to reach employees exactly when they are in need of a relevant cost-saving or health solution. Thus, based on where employees are searching, reading, viewing and buying, UnitedHealthcare can deliver the right message — reaching the people looking for that message at, or around, the time they are searching for it.

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Reimagining the employee experience

Understanding the challenges.

Unilever asked us for a vision for its employees globally – a world-class experience which would be dynamic and personalized.

Unilever saw an opportunity to simplify the way employees found information through its many processes, systems and content resources. They realized that such a change would also free up support agents’ time to focus on higher value human interactions.

To understand how the employees felt, we asked them directly. We conducted a qualitative study of one-to-one interviews with employees of all levels, across different markets.

Co-designing the vision

Using this valuable insight, Accenture worked collaboratively with Unilever to co-design their vision, including a Rumble™ that generated ideas to explore and develop. Our long-standing relationship with Unilever brought a deep understanding of their business, which, coupled with our service design approach, enabled the co-creation of a groundbreaking, real vision built on what mattered most to Unilever’s employees.

Unilever had articulated three core pillars that would inspire their new employee experience: human experiences, simple interactions, meaningful impact.

The “Employee Universe” was created to enable the vision, which comprised a matrix of interconnected components, fronted by a chatbot named Una. We created Una’s personality, and designed her human-like conversation to reinforce Unilever’s brand and values. Una becomes a personal assistant, guiding the employee to what they need in that moment. Her conversations were contextually relevant, and continuously improved through a built-in learning loop.

Test, learn and iterate

We ran a “Living Lab”, whereby we would rapidly test, assess and fine-tune throughout to ensure we maximized Una’s impact. We delivered a Proof of Value to demonstrate how new hires would feel about using AI chatbot technology to answer day-to-day queries and test and iterate the underpinning technology.

Employees who tested the pilot enjoyed their initial experience of using Una, giving her a rating of 4.6/5, and 85% employee satisfaction. Our vision and chatbot, plus Living Lab, became the foundation for a broader program of transforming the employee experience at Unilever.

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Case Study: Increasing employee engagement through the HRM (Harrods)  

Increasing employee engagement through HRM

A Harrods case study

Harrods is a brand that is recognised all over the world. Its Knightsbridge store has 1 million square feet of selling space with over 330 different departments. Its global reputation and prestige is instilled through its brand values. Brand values represent what an organisation stands for. Harrods values are – British; Luxury; Service; Innovation and Sensation.

Harrods has been in business for over 160 years. It employs 4000 employees with an additional 3,500 agency and concession employees. In 2010 Qatar Holdings purchased Harrods from Mohamed Al-Fayed. The new owners are strongly committed to all of Harrods’ employees. They recognise that engaged employees are essential to the continuing success of the business. Such employees are likely to be happy and consistently high performers who want to progress their careers with Harrods. Managing employee relationships is the role of the Human Resources department.

Harrods carried out its first comprehensive employee survey to find out what they thought about working at Harrods. The employee survey has now become an integral aspect of Harrods’ Human Resource Management programme. The survey results were used to create strategic plans for change focused on improving employee engagement and trust. The four main elements were:

• Changing Organisational Structure
• Changing Leadership
• Improved communications
• Living brand values

Find out how the human resource management ensured these elements were implemented in the full case study.

There have now been four employee surveys. Each survey has seen a higher return from employees and an improvement in the indicators of employee engagement as a result of the actions the HRM team took. Significantly, 91% of employees have stated in the most recent survey that they are proud to work for Harrods and employee turnover has halved in the last five years.

This content is not owned by Engage for Success. And you can download a pdf of the report Employee Engagement at Harrods – Engage for success 2012 .

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10 Employee engagement strategies to improve your workplace

April 5, 2024

Employees are at the heart of every organization. Successful businesses put their employees first through effective employee engagement strategies that help teams remain committed to the work they do.

Sure, the fancy coffee machine in the office keeps you awake during long working hours. But no amount of caffeine can replace employee engagement. Empower your teams by going the extra mile and making sure they’re motivated, passionate, and engaged. 

What is employee engagement?

Employee engagement is the level of connection that an employee has toward their work. Engaged employees possess a deeper sense of care and enthusiasm for what they do, so they pour extra effort into their work. This passion spreads throughout the organization, leaving a positive impact on the overall business. 

Why is employee engagement important?

According to Gallup , employees who are not engaged or are actively disengaged cost the US about 1.9 trillion USD in lost productivity. Beyond profitability, here are more reasons why you should kickstart your employee engagement journey:

• Better work culture : Employee engagement fosters a contagious sense of satisfaction for one’s work. Engaged teams breed a healthy work culture that positively impacts your business and attracts valuable talents.
• Increased productivity and lower absenteeism: Engaged employees perform at their best because they find the work they do meaningful. In return, they also show up more compared to disengaged counterparts who tend to skip work due to stress.
• Improved employee retention: Happy and satisfied employees stick with you for the long haul. An engaging workplace leaves no reason to find a job somewhere else.

It takes two to tango when we talk about employee engagement. Your teams can’t help you if you don’t know how to help them. So we’ve done the brunt of the work for you. Here, we’ve listed 10 employee engagement best practices that you and your team deserve!

Employee engagement strategy #1 - Maximize the power of technology

The most effective employee engagement tool is already in the palm of your hands. With the surge of remote jobs and with plenty of innovative solutions available, organizations that use technology to engage employees are assured of ways to stay connected, regardless of location.

Make the most out of technology by taking advantage of software and apps that allow you to collect feedback, send announcements, facilitate real-time collaboration, and promote a culture of appreciation.

With many teams already hooked on their screens, leverage technology for employee engagement by using mobile-ready learning platforms like SC Training. Here, your teams have access to an editable course library with over 1,000 courses they can accomplish on the go. 

Already have existing tools? SC Training’s flexibility allows you to work with software that you already love. You don’t have to worry about creating a seamless employee engagement experience with its in-built integrations feature that works with GSuite, Canva, BambooHR, and more.

You can also embrace tech solutions for your employee engagement program by making AI do the work for you. With AI-powered features like SC Training’s AI Create , you can generate courses for your next team training, minus the long brainstorming sessions. 

Get started with the best tech solution for employee engagement. Join SC Training today.

Employee engagement strategy #2 - Gamify training

All work and no play makes Jack a dull boy, but what happens if we mix play and work? Boost employee engagement by injecting excitement into training so you can avoid boring and monotonous sessions. 

Because employee engagement is based on internal motivations, gamifying training taps into that through motivators like competition, progress, and achievement. With gamification, teams don’t only actively participate, they also remember lessons better and come back for more fun training sessions.

Use quizzes, leaderboards, badges, and rewards to level up your employee engagement strategies with SC Training's gamification feature. Your teams will thank you later for workplace learning that’s double the fun with half the brain power required in traditional training.

Employee engagement strategy #3 - Create learning pods

Foster collaboration by letting your teams share ideas and learn from their peers through learning pods. Training in small groups allows people with diverse backgrounds and skills to come together. 

Compared to larger settings, small learning pods give employees more opportunities to engage in discussions and ask questions. Interactions in supportive environments lift morale by deepening a person’s connection to their colleagues and the organization itself.

Dive into how collaboration fuels knowledge creation and improves employee engagement by checking out SC Training’s discussions feature. It allows participants to turn to a peer when they need to, while also giving you the chance to take the lead when necessary.

Employee engagement strategy #4 - Use a 360-degree feedback approach

Every voice counts. Consider getting input from different perspectives by using a 360-degree feedback approach. Hear from peers, managers, supervisors, and other possible sources to provide a more holistic assessment process.

When using a 360-degree approach, anonymity is encouraged for more open and honest feedback. Employees feel more comfortable giving constructive comments without fear of potential retaliation when feedback is given anonymously.

Not all feedback is created equal. With SC Training’s course on giving effective feedback , you can teach your teams to learn the what, why, and how of providing feedback to build trust and reach your goals.

Employee engagement strategy #5 - Craft a powerful onboarding journey

Onboardings make lasting impressions for employees. From the get-go, make sure that your teams know you genuinely care about them by making them feel valued and welcomed on day one.

An impactful onboarding program gives new hires a clear understanding of your organization’s values, policies, and culture. Training and mentorship should also be available as they adjust to their roles.

If you're still unsure of how to improve employee engagement with effective onboarding, SC Training offers an onboarding course perfect for retail settings .

Employee engagement strategy #6 - Open doors for growth

Help your teams find a sense of purpose and direction in their work by providing opportunities for growth. Employees who spot chances to move up the ladder within the company are more pumped up, dedicated, and engaged.

Growth does not always have to be vertical. Instead of ascending traditional career ladders, employees can also have new roles in an entirely different department. This way, you improve retention rates as employees don’t find the need to switch companies to take on something new.

Outside of career growth, effective employee engagement strategies also consider personal growth. E-learning management systems like SC Training offer many self-improvement courses. Explore this course on how to create, spot and take opportunities to help your teams with their professional upskilling and personal development needs.

Employee engagement strategy #7 - Set up mentorship and training programs

Training and mentorship do not end after the onboarding process. Avoid saying goodbye to key team players. Make sure they’re growing professionally by giving them opportunities to learn from mentors and leaders in your organization.

Good mentorship engages employees by providing guidance, teaching relevant skills, and helping mentees build confidence. If you want to get the most out of your mentor or you’re a mentor yourself, visit this SC Training course on mentoring . 

Employee engagement strategy #8 - Conduct employee surveys

One way to ensure anonymity in gathering feedback using a 360-degree approach is to conduct employee surveys. Listen to what your teams have to say so you can identify strengths, improve on weaknesses, and drive change.

Surveys make employees feel heard. Ask them their views on employee satisfaction, career and personal growth, and employee engagement ideas they’ll enjoy. With SC Training’s creator tool , you can choose from more than 80 templates to cover all areas of concern with ease. 

Employee engagement strategy #9 - Celebrate wins with digital badges

Let your employees know they did a great job. Make sure they’re aware that no effort goes unnoticed by awarding them with digital badges. When you recognize good work, you pave a path for your teams to follow in the future, while also boosting productivity and motivation.

Through SC Training’s Achievements feature, you can use banners and badges to celebrate your team’s win, no matter how big or small. It also gives you a centralized location to track achievements and assess the performance of every member of your team.

Employee engagement strategy #10 - Encourage a healthy work-life mix

One of the best ways to make sure your teams know you care for them is by letting them have the freedom to juggle work and personal life. You want your employees to thrive on and off the clock.

Finding the right balance between work and personal life is particularly difficult for people who work remotely. If you work from home and struggle to separate life from your job, this Work/Life Balance course on establishing routines, setting up your workspace, and drawing boundaries might be for you.

Work-life balance gives people enough time away from their work desks to go on breaks, recharge, or pursue passion projects. When people know that your organization cares about them as a person and not just an employee, they find more reasons to stay and give their best effort. 

Create better employee engagement strategies with SC Training today. Sign up for free.

Bea Garcia is a content writer for EdApp, a cutting-edge e-learning platform designed to democratize training. Beyond her writing desk, she spends her time trying out recipes and watching films.

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Instructional design Case studies Elearning Workplace training

8 minute read

Elevating Employee Engagement and Course Completion in Online Learning

Claudia Buckley

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In the realm of corporate learning and development (L&D), many organizations face the challenge of engaging employees in online courses and ensuring high completion rates. With the advent of digital learning platforms, companies have the tools at their disposal to create flexible, accessible, and comprehensive training programs. Yet, despite these advances, keeping learners motivated and engaged to the point of course completion remains a hurdle. This article explores effective strategies and best practices that have led to notable successes in online learning, using insights from a detailed case study.

Read the full case study to learn more

Get to know the success story behind HRT's Leadership Education & Development program

The importance of engagement and completion rates

Engagement in online learning is multifaceted, encompassing learner interaction with course materials, instructors, and peers. A key indicator of successful engagement is the completion rate of courses, which signals not just participation but also the attainment of learning objectives. High completion rates are indicative of learners’ motivation and their achievement of set learning goals. Conversely, low completion rates may signal a disconnection with the course content, a lack of motivation, or barriers to understanding.

The emphasis on course completion rates is twofold. Firstly, in scenarios requiring compliance or regulatory training, achieving a 100% completion rate is often mandatory. Secondly, completion rates serve as a metric for assessing whether organizations are meeting their broader goals of workforce skill development and maintaining a competitive edge in the market. The shift towards online training, accelerated by the COVID-19 pandemic, has underscored the flexibility and cost-effectiveness of elearning. However, it has also highlighted the challenge of low completion rates, with studies indicating rates as low as 12% for some online offerings.

A case in point: Hampton Roads Transit's approach to L&D

Hampton Roads Transit (HRT), a public transportation service in Virginia, USA, serves as a prime example of an organization that has effectively tackled these challenges. With approximately 1,000 employees, HRT embarked on a mission to revitalize its training and development strategy by leveraging its learning management system (LMS) to boost employee engagement and course completion rates.

Identifying training needs and objectives

The organization’s journey began with the identification of a critical need for a structured training program aimed at enhancing leadership skills within the team. This need was coupled with the realization that many managers lacked formal training in essential technical skills, such as Microsoft Office applications, which were pivotal for their daily tasks. Additionally, there was a clear desire among team members for professional and personal development opportunities.

Strategic execution of the L.E.A.D. training program

To address these needs, HRT utilized the GoSkills LMS to launch the Leadership Education and Development Program (L.E.A.D.). This initiative was marked by a strategic approach that included performing a skills gap analysis, assigning relevant courses with completion deadlines, and enabling managers to track progress through the LMS. A standout feature of the program was the flexibility it offered learners to enroll in any course within the GoSkills library that interested them, beyond their assigned curriculum.

Boosting engagement through practical learning and flexibility

A significant shift in HRT’s training approach was moving away from traditional, often tedious, learning methods to more engaging and practical ones. The organization recognized that learning effectiveness was greatly enhanced when the material was directly applicable to the learners’ job roles and when it provided tangible benefits to their daily tasks. This approach was supported by microlearning principles, where content is delivered in small, manageable segments that fit easily into the learners’ schedules.

Utilizing LMS features to enhance learning experience

A pivotal aspect of HRT’s success was its adept use of the LMS’s features to create a personalized and interactive learning environment. This included gamification elements such as badges and coins to motivate learners, as well as comprehensive analytics that allowed for the tracking of progress and engagement levels. These features not only made learning more enjoyable but also provided valuable data to further refine and target the training programs.

Results and implications

The results of HRT’s revamped L&D strategy were compelling. The organization witnessed a remarkable increase in course completion rates, with learners in the L.E.A.D. program achieving a 69% completion rate, significantly higher than the average for online courses. This success was attributed to a combination of factors, including the relevance and practical application of the course content, the flexibility offered to learners, and the effective use of LMS features to track and encourage progress.

Lessons learned and best practices

Engaging employees in online learning and achieving high completion rates is a complex challenge that requires a multifaceted approach. Hampton Roads Transit’s experience demonstrates that through strategic planning, the smart use of technology, and taking into account what learners need and prefer, organizations can not only boost L&D effectiveness but also fortify their  learning culture , further enhancing overall employee engagement.

An engaged employee is more likely to be an engaged learner.

The case of Hampton Roads Transit provides several key takeaways for organizations looking to enhance their online training programs. These include:

• Relevance and practicality: Courses that are directly applicable to the learners’ job roles and offer immediate benefits tend to engage learners more effectively.
• Flexibility and choice: Allowing learners to choose courses that interest them or are relevant to their career goals can significantly increase motivation and completion rates.
• Effective use of LMS features: Leveraging LMS tools such as gamification, analytics, and personalized learning paths can greatly enhance the learning experience and outcomes.
• Microlearning: Adopting microlearning principles , where content is delivered in short, manageable segments, can fit learning into busy schedules and improve retention.
• Feedback and adaptation: Continuous gathering of learner feedback and adaptation of training programs based on this feedback and data analytics are crucial for sustained success.

Boosting engagement and completion rates on your team

Are you tasked with designing effective elearning programs for your employees? Then the challenges faced by Hampton Roads Transit may seem all too familiar. Your effectiveness as a leader may even be measured by the learning experiences and outcomes of your employees. Rather than throwing random methods at the wall and seeing which ones stick, you'll get a headstart if you use strategies that have been proven to work for others.

By adopting the best practices outlined in this study, you can create more engaging, effective, and rewarding learning experiences for your team, contributing to greater job satisfaction, personal and professional development, and your organization’s success.

Looking for more engagement ideas? Learn how Balsam Brands fosters a learning culture across continents.

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It's easier than ever to create, track, and manage team training with the GoSkills LMS.

This study was published as an academic paper.

Buckley, C., & Castro Jorge, M. F. (2024). Best Practices for Increasing Employee Engagement and Completion Rates in Online Courses: A Case Study on Creating a Culture of Learning.  International Journal of Advanced Corporate Learning (iJAC) ,  17 (1), pp. 4–12.

https://doi.org/10.3991/ijac.v17i1.43277

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Claudia is a project manager and business skills instructor at GoSkills. In her spare time, she reads mystery novels and does genealogy research.

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Early Warning Drives Manager Effectiveness, Communication, and Success with Quantum Workplace

11 percentage point, 5.1 & 11.2 percentage point increase, 58% yoy increase.

The Company

A leader in finance technology for more than 30 years, Early Warning builds the industry’s payments, risk, and fraud mitigations solutions.

With a rise in consumer reliance on digital banking and services, the company experienced rapid growth. The rapid expansion led to extensive change for the company and its employees. To ensure the business could continue to exceed the demands of the industry,  Early Warning knew it needed to engage employees in new and creative ways to boost performance and drive business success.

The Challenge

With a fast-paced growth trajectory, Early Warning knows the importance of utilizing Quantum Workplace's comprehensive employee engagement survey as a change management tool to help them quickly assess employee perceptions and focus the company's efforts where it matters most.

Survey results uncovered two areas in which the company needed to take action—manager effectiveness and communication. With the company’s rapid growth, leadership training needed to become a focus area. There was also clear evidence that employees were missing the “why” behind the occurring changes.

“ We saw an opportunity to create an incredible company culture by communicating better, leading better, enhancing multi-directional feedback channels, aligning on purpose, and most importantly, ensuring that all employees feel like they own engagement as well,” said Natalie Schwimer, Chief Human Resource Officer. “The survey was instrumental in providing data-driven inputs for uncovering specific areas that would drive meaningful change.”

The Solution

Based on survey findings, Early Warning first focused on manager effectiveness initiatives to help build a long-term program designed for employee success. The company launched leadership development programs, using Quantum Workplace’s 360 Feedback solution to assess effectiveness. Other efforts included hosting its first-ever leadership conference, which was designed to reinforce company culture, values, shared priorities, and engagement efforts. And specially-designed training was delivered through different formats to equip leaders with skills and fundamentals to tackle everything from procedures to performance.

Next up was communication—a critical area to ensuring alignment on organizational goals and the company’s overall strategy. First, Early Warning created an Employee Engagement Panel, a cross-functional team that assessed progress on engagement efforts once a quarter and drove action planning. An outcome of their work was the launch of the company’s refreshed company values to support its strategic shift. And along the way, the company also adopted new communication formats and channels, focusing on providing timely updates which highlight the purpose of the change and impact on employees.

“In our employee engagement journey, we’ve learned that focusing on one or two areas of opportunity results in more impact and a more engaged workforce,” said Schwimer. “With Quantum Workplace’s software we were able to easily identify the areas where we should focus our efforts in order to achieve the results we wanted.”

In order to engage employees to boost performance and drive business success, Early Warning uses Quantum Workplace to:

• Collect employee feedback 
• Understand how employee perceptions change year over year
• Surface employee concerns and address them before they contribute to disengagement
• Build effective action plans by incorporating employee feedback

We once thought that implementing an engagement survey every year would be a heavy lift for our HR team. But after experiencing how effortless Quantum Workplace’s survey is to launch, and how valuable the insights are, it’s become a business necessity to launch the survey annually.

Natalie Schwimer Chief Human Resource Officer Early Warning Services, LLC

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Creating a Corporate Social Responsibility Program with Real Impact

• Emilio Marti,
• David Risi,
• Eva Schlindwein,
• Andromachi Athanasopoulou

Lessons from multinational companies that adapted their CSR practices based on local feedback and knowledge.

Exploring the critical role of experimentation in Corporate Social Responsibility (CSR), research on four multinational companies reveals a stark difference in CSR effectiveness. Successful companies integrate an experimental approach, constantly adapting their CSR practices based on local feedback and knowledge. This strategy fosters genuine community engagement and responsive initiatives, as seen in a mining company’s impactful HIV/AIDS program. Conversely, companies that rely on standardized, inflexible CSR methods often fail to achieve their goals, demonstrated by a failed partnership due to local corruption in another mining company. The study recommends encouraging broad employee participation in CSR and fostering a culture that values CSR’s long-term business benefits. It also suggests that sustainable investors and ESG rating agencies should focus on assessing companies’ experimental approaches to CSR, going beyond current practices to examine the involvement of diverse employees in both developing and adapting CSR initiatives. Overall, embracing a dynamic, data-driven approach to CSR is essential for meaningful social and environmental impact.

By now, almost all large companies are engaged in corporate social responsibility (CSR): they have CSR policies, employ CSR staff, engage in activities that aim to have a positive impact on the environment and society, and write CSR reports. However, the evolution of CSR has brought forth new challenges. A stark contrast to two decades ago, when the primary concern was the sheer neglect of CSR, the current issue lies in the ineffective execution of these practices. Why do some companies implement CSR in ways that create a positive impact on the environment and society, while others fail to do so? Our research reveals that experimentation is critical for impactful CSR, which has implications for both companies that implement CSR and companies that externally monitor these CSR activities, such as sustainable investors and ESG rating agencies.

• EM Emilio Marti is an associate professor at the Rotterdam School of Management, Erasmus University. His research focuses on corporate sustainability with a specific focus on sustainable investing.
• DR David Risi is a professor at the Bern University of Applied Sciences and a habilitated lecturer at the University of St. Gallen. His research focuses on how companies organize CSR and sustainability.
• ES Eva Schlindwein is a professor at the Bern University of Applied Sciences and a postdoctoral fellow at the University of Oxford. Her research focuses on how organizations navigate tensions between business and society.
• AA Andromachi Athanasopoulou is an associate professor at Queen Mary University of London and an associate fellow at the University of Oxford. Her research focuses on how individuals manage their leadership careers and make ethically charged decisions.

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