Create a culture that means business™
Thirty-three percent. It’s a fairly low number. We wouldn’t want to see that number for our customer satisfaction or client retention rates. But that’s the number of American workers who report being engaged at work. And if a figure that low isn’t acceptable when it comes to our clients, it shouldn’t be acceptable when it comes to employees either. Low engagement leads to poor performance, dissatisfaction, and higher turnover. But there are ways to combat this disengagement. Employment engagement contests help keep people motivated and gives everyone a common goal beyond just doing well at work. You want to make sure your contests are inclusive of everyone within your organization, regardless of department or job title.
Here are a few tips for building employee engagement contests that everyone will love.
Get Out of the Office
When you have different departments with different goals and responsibilities, it can be hard to manage an in-office contest. You can’t pit them against each other to see who can close the most sales or enter the most data, because there will be very clear winners before they even begin. Instead, focus on contests that everyone can reasonably participate in, regardless of their job title or skills.
This often means getting out of the office. Though you might have the time, budget, and resources to execute numerous company outings, planning even a single event a year where employees can get together outside of work for a little friendly competition can help make everyone feel a little more engaged within the company. Do trivia at a bar, play a few rounds of mini-golf, or even see which department can collect the most cans for a community food drive.
Ask Employees What They Want
Employment engagement contests are only effective if they are actually engaging. While no one idea will likely ever satisfy every single employee, it is still a good idea to at least try and get a good idea of what your employees might like to do. After all, this about them.
An employee-led committee to plan contests can incorporate employees from various departments to make sure everyone is represented. Or you can even use surveys to help you figure out what kinds of contests everyone might be interested in. Most enterprise chat systems have polling features built in. And many HR suites offer employee feedback tools like surveying as well.
Not everyone will excel in every single contest. But you should have a pretty decent understanding of your employees that allows you to tailor your contests for a high chance of success. Contests are a lot less motivating when few participants can succeed. Make sure everyone is gaining something.
Make it Regular
Of course, you can’t host one contest and expect everyone to remain engaged long term.
To keep employees engaged, contests should become regular events. As is the case with anything good, you don’t want to overdo it. But you also don’t want to introduce your employees to something they enjoy only to never bring it back. Then they’ll just be demoralized on top of being disengaged.
Establish what “regular” means for you and what works for your organization, then stick with.
Whether it’s once a year or twice a week, having something consistent to look forward to always makes work a little more enjoyable. Plus, the more regular these inter-departmental contests are, the most opportunities employees have to mingle and get to know each other.
Reward Teams for Little Tasks
Rewards can go a long way and the be the incentive your employees need to go the extra mile. Come up with contests that involve everyone doing their job but aren’t dependent on specific positions. For example, everyone, regardless of position, should be showing up to work on time. So consider building a contest around perfect attendance and punctuality. Even something as simple as free lunch for the entire floor if the dishwasher gets loaded and unloaded for 30 days in a row can engage employees around a common cause.
Show Off the Results
There’s nothing more frustrating than doing something well and getting no recognition. No matter what kind of contest you decide on, consider displaying the results somewhere or sending them out to the whole team. It’s important to recognize and reward employees for their participation.
You can keep a leaderboard in the break room or leverage a recognition platform to showcase results so that those who didn’t win will be encouraged to work harder next time, and those who did win can appreciate their own victory.
Implement Initiatives to Help With Goals
Have departments in the office compete and see who can hit the gym after work the most days per week or eat the most fruits and veggies for lunch? Is a group of employees working together to raise the most money for a local charity? Help these freelance efforts out! Initiatives like a company-sponsored gym membership, catered lunches, or charitable giving matching can all help employees reach their own goal. Even simple acts like these can increase employee engagement.
Hold Managers Accountable
Getting different departments on board for a contest can be tough. Making sure everyone is involved can make it a little easier. Managers need to set the example for other employees by participating in contests, and by giving it their all.
Seeing managers compete can be good motivation for employees to step up their own game, and the idea of winning a competition against their boss might make people work even harder!
Finally, Be Proactive
The best way to maintain employee engagement is to never lose it in the first place. This is easier said than done, of course, but you should be taking steps to ensure that every employee is engaged from day one, and that they all stay that way.
No matter the age, everyone likes the chance to have some fun at work. Incorporating simple contests into the daily routine can be incredibly effective in helping your teams bond and work better together.
Learn more about what incentives to offer in your next employee engagement contest by accessing Achievers’ e-book: “How to Incentivize the Modern Workforce.”