is pokemon go a better manager than you

5 Employee Engagement Ideas vs Pokemon Go

Now that Pokemon Go has decimated the US workforce’s productivity, it’s time to talk employee engagement. Pokemon Go has done what you as a manager need to be doing – it’s building engagement. It provides users with value, exercise, recognition, anticipation, and a sense of purpose. How can you as a manager help your staff discover value within your organization? What can you do to encourage strong interpersonal relationships? With the rise of the millennial work force employees are starting to care less about what they’re doing and more about why they’re doing it. The ability to find meaning and purpose in one’s work is rapidly becoming the number 1 reason for staff retention. If you can tear your team away from Pokemon Go try these 5 employee engagement ideas. (battling in a Pokemon Gym doesn’t count)

1. Develop a Health and Wellness Initiative
Employees recognize and appreciate when their company cares for their well-being. Not only does having wellness programs demonstrate that you value your staff, but healthy employees tend to be more productive and less absent.  Work with your staff to develop a wellness program that aligns with their interests. You could organize a kick ball team, have a weekly yoga class, or even offer healthy snack alternatives at the office.  Your employees will feel better about themselves, and about the company they work for.

2. Recognize Staff Accomplishments
I’m not saying gather your staff in a circle and sing “kumbaya”. Unless everyone wants to, then definitely do that and send us footage.  Instead, ensure that your employees know YOU are aware of their hard work and achievements. It should be a clear recognition and a regular occurrence.  Defeat divisive competition by making individual accomplishments team wins and celebrate them together.  Promote a culture of encouragement and congratulations.  Many offices have a seldom used compliment box, punch it up by having an occasional drawing and offering gift cards to the complimented and the complimenter.  This spreads goodwill among all the staff.

3. Align Your Staff Behind a Common Mission
During their first day of orientation Disney instructs its cast members that every person’s mission, no matter their job title, is “we create happiness.” It is this common goal that inspires staff and reduces turn over.  This same unifying idea can be accomplished through a company’s CSR commitment, career development resources, or conservation initiatives.  By promoting a positive common mission, staff can feel proud to be a part of the team that works toward such admirable goals. It was revealed in a Gallup poll this year that only 40% of employees know the company mission or vision.

4. Generate Excitement
Wouldn’t it be great, if every morning you woke up excited for work? Ideally we are able to find employment in a field that generates that excitement for us, but you can do some things at the office to help build that energy.  A key component of excitement is anticipation. What can you do that staff can look forward to when they come into work?  These can be classic casual Fridays, or something more unique.  I once worked for an office that ended every day by blasting a song over the PA while everyone danced together.  Nobody ever left early, because we all wanted to be at the end of day mini party.  This tiny thing caused us to feel like we worked for a fun company.

5. Make Your Staff Feel Heard
Your suggestion box may be collecting cobwebs, but that doesn’t mean your staff don’t have passionate ideas about the company.  Give importance to your staff’s voices.  Have an office newsletter with open contributions.  Keep your staff “in the know” on industry information.  Take time for office hours like your college professors had.  The goal isn’t to get the best ideas on business from your staff, but to allow them to feel like they have a say. You can also consider a service like Tiny Pulse – . Use it to develop a highly accurate snapshot of your engagement in real-time. Studies have show that highly engaged employees receive feedback at least once a week.

Employee engagement programs don’t need to break the bank or be complicated.  Allow your staff to develop a vested interest in the company, value them as more than resources and always make time for a bit of fun.  If you want to get a jump start on your staff engagement program contact us for team building event by emailing