(This is Part Two, of a three part series : With thanks to Bruce Bolger and EEA for source materials) Part One
At the core, Enterprise Engagement is a restructuring of your culture within your workplace. It provides both internal and external branding and purpose, as well as mission and vision. It begins with periods of analysis and subsequent creation of mechanisms and processes that help each of your employees own and believe in the mission and their role within it. Fostering such a deep connection with the company is part of what brings about the label “Enterprise” Engagement – it is truly the entire enterprise that is encompassed in the new way of being.
So, how do you get there? What are the steps you need to take? What are the things that have to be present? We’ll cover a few things from each of these areas, but urge you to connect with us to find out every element and how the idea of Enterprise Engagement can assist your company.
The most basic infrastructure for a solid strategy involves elements including the following: understand what the organization stands for (mission), where things are supposed to progress to (goals), a sense of community (engagement and bonding) and capability (are the right people on the bus, so to speak?). There are other pieces that factor into the framework, as well.
From here, there are 10 distinct parts that form the foundation of any effective Enterprise Engagement approach:
- Leadership – knowing who you are in a manner that can bring together each audience, internal and external.
- Assessment – having working daily knowledge of how engaged each of your audience members are.
- Campaign – Themed business plan (to Enterprise Engagement) that covers specific goals, strategies, tactics and measures.
- Collaboration and Innovation – being sure you engage each participant; having them use their knowledge and experiences to produce ideas, instructional videos, best practices, SOP’s, or other manners of enhancing the program
- Recognition – Making sure each person in the company (peer to peer) and management (manager – employee) have the ability to recognize other for efforts deemed and specified worthy of recognition.
- Communications – Being sure you have an inter/intranet portal for Engagement that houses the nucleus of the campaign, giving a landing area for all emails, promo products, contests, as an area to recognize those earning attention and as a way to show the media what you are doing.
- Technology – Using everything from apps to surveys, from newsletters to training and more – you find manners in which you can meld together the assessment, communications, collaboration, rewards and more.
- Learning – Making sure the Engagement process is part of all learning, onboarding and other measures within the company culture.
- Rewards – Knowing why using non-cash rewards matters, using low-cost incentives to increase participation and then appropriate level of compensation for the highest performers (this can depend on your organization and culture.)
- ROI – Knowing what value each result, behavior or action being promoted brings to the company. Establish a baseline to compare against quarterly, bi-annually or annually. Track level of participation properly.
To combine all this into a fully developed program takes alignment with all the people who comprise your organization, inside and out. From customers to value added resellers, from salespeople to management – everyone is included. The process may seem daunting, but every company that has undergone the transformation has become a much more powerful entity and stronger player in their market.
To learn more about “How Enterprise Engagement Works” contact us on the form below and we’ll be glad to find a time to speak with you, and begin finding how this can best suit your company’s needs.
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