High performing businesses have a secret to their success. No, it’s not all innovative ideas – though that’s typically a direct result – it’s actually an engaged workforce.
According to a 15Five study, only 15% of employees believe their managers value their feedback and 81% desperately want open communication.
There’s an obvious disconnect between the lower and higher tiers of most companies. Do you identify this issue within your organization? Insightful leaders recognize the link between a high-trust work environment and a workplace that takes ownership.
Engagement Councils act as a powerful tool that bridges the gap to empower every rung of the ladder. This powerful collaboration places the power to the people leading your cause. They are connected to their company’s success and hold insights that will make them a tactful sounding board and advisory group.
Furthermore, they create a fulfilling work environment that drives internal engagement. When everyone has a chance to sit at the table, it moves your organization forward.
4 Ways Engagement Councils Benefit Internal Engagement
1. Bridge Upper Management and Employee Base
Engagement Councils flip the switch from a disengaged to an engaged employee base. Place various members from several departments into the council to foster open communication. Communication across all levels provide differing perspectives.
This sparks new, unique and engaging ways to affect change. Ultimately, leveling the playing field adds value to their work life. It also encourages transparent and frequent communication across all levels. More importantly, this builds trust.
2. Ensure Cohesive Messaging
You are more likely to engage and challenge your organization with a range of channels. In any case, adding a human element to messaging tactics makes it that much stronger.
The Engagement Council can vet information and socialize the early tactics with “boots on the ground” messaging. Your employees will be much more receptive when they’re given a heads-up by their leaders. To keep everyone well-informed, meet at least quarterly.
3. Build Current and Emerging Leaders
Remember raising your hand in class hoping the teacher would call on you? A handful of employees mimics that during their time at work. Hungry employees want a bigger role to play. Why not call on them and place them in your Engagement Council?
Recognizing an employee’s potential helps build the possibility for new leaders. Utilizing current and emerging leaders offers differing perspectives to your council.
4. Foster an Engaged Workforce
When the clock strikes four in the CPG office on most Fridays, a treasured cart is pushed around the office. What’s in this cart, you may ask? Beer, of course.
A beloved practice (even if it is an agency cliche) like this drives company culture, specifically employee engagement. Your Engagement Council can propose initiatives like this to spark office-wide camaraderie. Even going as far as recognizing top performers drive engagement. Think about it, you spend 40 hours a week at your job and around your coworkers – why wouldn’t you want to enjoy that experience?
Power To The People
Put your people in the driver seat. You may still be sitting in the passenger seat quietly observing. Regardless, you were brave enough to hand them the keys and they will recognize that. It offers a chance to mold the silent go-getter and the champions within your organization. An empowered employee is an engaged employee.
Department store giant, John Lewis, has taken engagement councils into their own hands. One initiative their people had a say in was renaming their employee base, partners. They focus on involving their partners in decisions and solutions, empowering them to create the best customer experience.
Employee Councils are the start to a strong internal communications strategy. CPG designs internal communications plans for any industry that break ground and create strong brand advocates.