Employee engagement – the fuel of an organization, and if the organization is good at it, then it gets better for them and we can maximize the fuel to see the best results.
We are living in a changing world where new challenges continuously require new thinking i.e. interactive brain storming with the employees and active actions. Employee engagement is not just the responsibility of the leader or company, rather each person of the company needs to be responsible for their own level of engagement.
Recently we were approached by a Non-Profit Organization (NGO) who aim at partnering with rural communities to provide them a dignified life. They work towards their mission by strengthening their community institutions, working on their capabilities and by making the most out of the available resources. But for an NGO to survive and meet their objectives, they need a whole lot of dedicated employees who are willing to work collectively to uplift the rural communities.
But what our client stated was quiet shocking for us. Being an NGO, they failed to get the right kind of support and work output from their employees; the following being the sole reasons:
– Lack of team coordination
– Communication Gap
– Generation Gap
– “Just do a job” attitude
How Influidity approached the problem?
We can say it from our experience that employees want to be a part of something where there are no hidden agendas and they are getting an honest perspective. Informed employees feel valued more and engagement typically follows. But the point, when the generation gap steps in, is where the business can make the most of their business.
Experienced Professionals + Innovative Ideas = Best results
The reason why we follow this is, because the new generation of employees i.e. the freshers, come up with innovative and trending ideas whereas, the seasoned & experienced professionals are the ones who can take those ideas further and assist in the implementation stage. But our client failed in doing this because of the communication gap between the employees.
Therefore, we designed Employee Engagement Activities for them which enabled the entire team to spend time together by doing the activities designed by us and towards the end of the project we could see them knowing each other & interacting effectively.
What our Employee Engagement Activity looked like?
We followed the “Honey & Mumford Learning Style” for the entire activity. Let’s see how the problem was approached further.
– All the employees were divided into four major categories – Activists, Theorist, Pragmatist & Reflectors.
Here, the activists are the ones who learn by doing, theorists are the ones who understand the theory behind the actions, Pragmatists put their learning into practice & the Reflectors learn by observing and thinking. The employees were divided into categories on the basis of questionnaire filled by them which had a series of questions which could decide on their Personality Type.
– The activities included Introductory Sessions, Icebreaking Sessions, Let’s Hula-Hop, Solve the puzzles, Dessert Survival, Big Canvas, Human Knot, Guess What, Movie/Documentary Screening and some more.
– Attendance Sheet & Observation Sheet was prepared to know the quality displayed by the employees, their remarks and their presence or absence during the 2.5 days activity.
How did our activity benefit the NGO?
Towards the end of this project, it can be said that – Influidity was able to deliver the desired results to the client. We connected the dots between the individual roles and the goals of the organization. When the employees saw that connection amongst each other, they got a lot of energy during the activities conducted and they felt the importance, dignity and meaning in their job therefore, leading to a productive work cycle and effective employee productivity. #OurClientSuccessStory