Resources

A few sobering facts about engagement:

• A recent Gallup poll revealed that 71 percent of workers describe themselves as "not engaged" or "actively disengaged" with their current jobs.
• Disaffected employees are four times more likely to leave an organization than average employees.
  
• A recovering economy means many of these workers move on to new organizations--leaving behind job openings that cost a company time, money, and effort to fill.

• Add a "happy hour" inside or outside the office. A weekly office potluck offers an easy "happy hour" solution that can be held in-house; or, if you want to give employees a chance to relax and mingle outside the workplace, consider establishing a regular weekly happy hour at a local bar or restaurant.
  
  When choosing a venue, remember that it should be easy for your employees to access, clean, friendly, and welcoming. Don't make happy hours mandatory; instead, set a regular date and stick to it, even if employees are skeptical at first. The more "happy hour" get-togethers take place, the less formal they become, giving employees a chance to relax and get to know one another outside their usual business day.


• Promote volunteering, picnics, and/or athletics. Company volunteer groups, picnics, or sports teams encourage friendships, build outside connections, and establish the organization as a key part of the local community.
  
  When deciding which activities to undertake, more ideas are often better--not all activities appeal equally to all people, and family and other obligations will affect when and how employees can attend. Encourage employees to show up when they can, and emphasize that their contribution makes a difference.


• Consider gamification. "Gamification" is the application of game principles to workplace tasks. Often, "gamifying" work means breaking it down into specific, small goals with related rewards. Every goal reached and reward earned encourages employees to strive for the next one. Rewards don't have to be elaborate; even a public "good job!" can be enough to encourage striving towards the team's or company's common goal.
  
  To learn more about effective gamification, look for examples of companies that have achieved business goals by implementing gamification in the process.
  
  
• Encourage open communication on the job. "Encouraging open communication" may not sound like "fun," but it can be. If employees know they can engage in conversation, share honestly, and receive open feedback, their trust and office doors remain open.
  
  Employees are more likely to enjoy working together, and to do so more effectively, knowing they'll get frank feedback and the support they need when an idea falls through or a deadline gets close. They'll also know that ideas for employee get-togethers or volunteer events will be well received, encouraging them to generate plans of their own--and to take this task off the hands of management.



• Value relationships and employee well-being. Plans for employee fun, whether on or off the job, should flow from a basic company value emphasizing the importance of relationships and employee well-being. Not only will your resulting plans help support these goals, but your commitment to providing a work-fun balance for employees will show workers they are valued--which increases the chances they'll stick with your organization for the long term.