Employee Engagement: From Awkward to Authentic

We've all cringed at those forced attempts at employee engagement, haven't we? 

These well-intentioned but misguided efforts can actually contribute to burnout rather than prevent it.

But let's flip the script. 

Instead of making it weird, let's aim for authentic engagement that's good for your team. 

Here are a few examples of cringe-worthy practices and what you can do instead to promote authentic engagement.

Let's delve deeper into why these practices can be detrimental and what we can do instead:

Awkward Icebreakers: Forced camaraderie can feel contrived and uncomfortable. When team members feel compelled to share personal details, it can lead to feelings of invasion of privacy and discomfort. A better strategy is to ask the team.  What kind of team-building activities do you find genuinely enjoyable and engaging? Take action on what you learn.

Forced "Fun" Events: Mandatory fun outings can lead to resentment and resistance. Employees may feel forced into participating, leading to disengagement and, potentially, burnout. Don’t do the forced sing-alongs or dance-offs. Compelling employees to perform in front of their peers can lead to feelings of embarrassment and discomfort.  Want to do a fun activity? Ask the team what they’d like. This helps managers understand their team members better and promotes genuine engagement.

Fake Recognition: Generic shoutouts can sometimes feel obligatory and impersonal. Employees may feel undervalued and unappreciated for their unique contributions. Instead of saying, “Good job,” push yourself deeper.  Ask your team two questions. 1) How do you like to be recognized? 2) Do you like private or public recognition? Tailored recognition boosts morale but also strengthens the manager-employee relationship.

Suggestion Box: Having a suggestion box that's never acted upon can lead to disillusionment and frustration. Employees may not feel heard or valued, causing disengagement. If you decide to do a suggestion box, create a feedback loop. Tell your team what you’ve learned and the specific action you’ll take. Establish a transparent feedback loop, acknowledging and addressing suggestions promptly. When employees see their input making a tangible difference, they feel valued and motivated to contribute further.

Paid staff outings: Inviting staff to an outing and then making them foot the bill can lead to feelings of frustration and financial strain. Employees may feel undervalued and resentful of the added expense. Requiring employees to pay for company outings can convey that the company prioritizes cost savings over employee satisfaction and well-being. This can contribute to a negative perception of the company culture. Ensure the company budget covers staff outings to show genuine appreciation for your team's efforts. Otherwise, skip it or do something free.

By avoiding cringe-worthy practices and opting for more thoughtful, inclusive, and considerate approaches, you not only sidestep potential pitfalls but also nurture a thriving workplace culture. 

That’s all for this week.

Dr. Beckford

Whenever you're ready, here’s how I can help you.

1. 1:1 Consultant and Speaking (PAID): you’ll learn self-care strategies to retain top talent and reduce employee burnout. We work together 1:1 to design a customized program for your team.