How to Build Employee Engagement Strategies for Technology Firms

For most technological firms, employee engagement isn’t that big of an issue. Leaps and bounds ahead of other contenders in the business industry, where tech firms excel is through their growth, which attracts a myriad of creative candidates who fight tooth and nail to compete with the very best in the business. As a result,

For most technological firms, employee engagement isn’t that big of an issue. Leaps and bounds ahead of other contenders in the business industry, where tech firms excel is through their growth, which attracts a myriad of creative candidates who fight tooth and nail to compete with the very best in the business.

As a result, there’s not really much need to focus on employee engagement when the workforce itself is doing such a great job at keeping themselves motivated. However, this doesn’t mean there’s nothing to be done!

What the Tech Industry Needs

Like in all fields of work, those in the tech industry also lose their motivation sometimes. The stress of juggling life and work, getting overwhelmed with the amount of information they have each day — all this culminates in low employee morale.

So, for any technological firm, it’s important that they not only keep things fresh, they do so in a way so they can connect with their employees on a professional and emotional level.

Encouraging Virtual Working

In truth, it shouldn’t matter how your employee is doing their work, what matters is that they’re doing it in and on time. Keeping that in mind, many companies in the tech industry have now taken to allowing a remote working policy.

Workers are encouraged to work virtually. As a result, these employees are more motivated, happier and productive. They have more time for handling personal endeavors and can maintain a sense of balance, especially if they’re receiving training in a specialized field.

Maintaining Online Communication

With apps like Slack, Skype, Google Hangout and more, communication has become a lot easier amongst bigger teams. With these tools, it’s easier to use collaborative apps and social media so everyone can stay up-to-date on different projects.

Rather than asking each person individually and thus creating confusion because they got their wires crossed, such apps and tools are allowing for a better, straight-forward path of communication, which is not only more efficient than a WhatsApp or message conversation, it’s simply easier too.

Using Gamification

The time of the basic chalkboard, with rows of seats filled with eager students, is gone!

In today’s time, the focus is more on training and boosting participation by creating a system at work that doesn’t just get the job done, it does so in a way that’s actually fun. A suspect idea at best, the idea behind gamification is to turn the process of employees achieving their goals and projects, into a competition where they receive rewards, statuses, and points according to their achievements and skills.

Because of this, many companies have actually reported positive results. A good dose of healthy competition is enough to bring out the fighter in any one of us. So, with gamification, this not only teaches the company about their employees’ talent and limits, it allows the workforce to understand what their strengths and weaknesses are.

Promoting Peer-to-Peer Recognition

Lack of recognition is one of the key reasons for unhappiness in the workplace.

Despite working hard, many employees feel overshadowed or neglected, and feel like they’re not as respected or valued at their workplace. And that’s exactly what peer-to-peer recognition means to target.

The whole concept is that just because the upper-level management is too busy or disinterested, this doesn’t mean that the team should suffer. Sending out emails in recognition of the employees’ work, or even bringing in a cake as a celebratory treat for a job well done is often enough to let employees know that someone in the team acknowledges their hard work and recognizes their role in the success of a project.

Prioritizing Time Off

Competition in the tech industry can be intense, which is precisely why most workers don’t bother taking their vacation days off or even caring about their health to begin with. Because they fear that their rivals will either push them down, or their hard work will fall apart in their absence.

But by encouraging employees to prioritize mental and physical health, such companies gain from this step in the long run. By encouraging your employees to take their days off, this allows their workers to rest and recuperate.

So, when they come back, their burnout is almost healed, they feel more productive and less overworked. And they feel valued because the company took notice of a worker who’s hard at work, and probably needs a vacation right about now. And even if the employee does not take a vacation, to begin with, they still feel secure in their job, knowing that despite being upper management, they still have someone empathic looking out for them.

Bonus: Tech Access

Provide employees with access to tech-based finance management services, such as this student loan refinance calculator, to aid them in managing their personal finances, and maintaining a good frame of mind at work.

Conclusion

Consulting with your employees is the best trick when it comes to creating an employee engagement strategy and preventing disengaged employees. So, take the opportunity and be proactive about improving your employee engagement policies. In the long run, your employees will greatly benefit from this focus on improving employee morale.

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