The Best Ways to Build a Comprehensive Workplace Wellness Plan

The Best Ways to Build a Comprehensive Workplace Wellness Plan

With the ubiquity of digital communication tools in today’s workplace and the resultant demand to deliver more––and faster than ever before––the amount of time we spend in front of screens during our workday is growing. Consequently, with less face-to-face interaction it might not be as apparent if employees are struggling, particularly when it comes to remote or mobile workers who may not be interacting on a daily basis with management. Try as we might to individually mitigate the effects of anxiety, we can’t do it alone.

How Workplace Wellness Affects Productivity, Cost, and Employee Engagement

There are many factors that impact wellness when it comes to your workforce, but the data is clear. Workplace well-being directly impacts the following aspects of your organization:

  • Employee engagement and investment
  • Workforce productivity
  • Workplace safety
  • Frontline worker retention
  • Absenteeism
  • Profitability

Not investing in workforce wellness and engagement can result in substantial financial and personnel costs including losses in employee productivity, not to mention safety risks if team members aren’t able to adequately focus and perform. The top row of this chart represents statistics around engaged workforces, while the bottom highlights the negative effects of disengaged employees.

chart of employee engagement statistics

Fortunately, this can be avoided with proactive, management-led foresight and an open-door policy when it comes to confiding well-being issues. The success of your workforce wellness strategy relies on consistent programs that encourage sustained participation, and that are woven into the fabric of your organization’s internal communication strategy.

Implement Wellness Programs Based on Employee Feedback

As a manager, the first step is to sit down with employees to go over what could be reasonably improved in the work environment to assess and address any issues. Examples of topics to cover include: the timing and frequency of breaks, break room amenities, or environmental conditions on the plant floor or where ever they spend the majority of their workday. This employee feedback can also be gathered using automated surveys on a team app.

In some cases, the issue may involve interpersonal dynamics with another coworker and require solutions that involve HR or more extensive actions. Regardless, determine an appropriate timeline for implementation and schedule follow-ups to check in on how the employee is doing and if any changes need to be made based on that feedback.

Provide Opportunities for Workforce Wellness Programs

Many employers provide low to no-cost wellness plans or financial and points-based incentives for participating in one off-site at a local gym or as part of a fitness program. Other examples of workplace wellness ideas include having on-site workout facilities with workout equipment, or classes that employees can engage in before or after work hours, or on lunch breaks. Class offerings that focus on relaxation and mindfulness, such as yoga or other forms of meditation, are just some of the specific ways to incorporate physical activity into your workforce wellness program.

Another wellness option to consider adding is a group counseling plan to your employee benefits package. Encourage enrollment so your workforce is well-aware of this resource at their disposal. Using a team communication app like Beekeeper is an efficient way to share information like this in real-time with your workforce, and can be a valuable tool to track enrollment and participation in your workplace wellness program.

Download our “15 Best Practices for Employee Engagement” eBook to start implementing employee engagement programs.

A Successful Workforce Depends On Employee Engagement

A Successful Workforce Depends on Employee Engagement

Initially termed Decoration Day, what we now know as Memorial Day emerged after the Civil War in the late 1860s and became recognized as an official United States federal holiday in 1971. Historians surmise that the original name referred to the ritual of adorning the graves of those lost to battle and celebrating their contributions with parades and other civic ceremonies.

Observed on the last Monday of May, Memorial Day is a day to commemorate the military service of American citizens, and a reminder of the importance and power of recognition. In this spirit, it offers an opportunity for reflection on our work environments. In today’s busy workplaces, ensuring workforce connection with a modern, digital internal communication strategy is essential. Here are ways to refresh and re-energize workforce morale while reinforcing company core values.

Key Ingredients for Workforce Success

In addition to shaping workforce morale, internal communication and employee engagement affect the following key aspects of your business:

  1. Company culture. This reflects everyday dynamics present in the workplace, a key component of which is how your workforce engages and communicates with one another. Healthy company culture relies on sustained, workforce-wide internal communications that drive business revenue and encourage employee engagement.
  2. Brand reputation. With the near-instantaneous ability to research and review online, your product and your workplace reputation are being measured via multiple review sites.
  3. Workforce retention. Similar to brand reputation, which also plays a pivotal role in workforce recruitment, workforce retention relies heavily on how well your employees are communicating and working together towards a shared purpose. A mobile internal communication tool, like a group messaging app, is an effective way to keep everyone on the same page.

Better Internal Communication Builds Workforce Morale

Recognizing that employee engagement is a crucial part of your workforce internal communication strategy, what do your employees need to be best engaged?

  • Adequate resources to empower employees to deliver meaningful, quality work.
  • An internal communications solution that allows your workforce to contribute their voice to the company conversation.
  • Leadership buy-in and subsequent modeling of your internal communication tools and best practices.

Maintaining an inspiring workplace can be easier said than done at times. Intentional, leadership-led efforts to connect employees with company priorities and goals builds trust, comradery, and perhaps most importantly, provides an opportunity to actively demonstrate how and why their contribution matters.

Screenshot of leadership posting workforce recognition video on team app stream

Group Messaging Apps for Employee Engagement

Incorporating a group messaging app is a customizable method of both stimulating employee engagement and conducting consistent workforce recognition.

Some ways to show employee recognition with a group messaging app include:

  • Creating dedicated communication streams by department so employees can see what colleagues are working on no matter where they work in the company.
  • Initiating gamification challenges that let your employees share their strengths while reinforcing core values, such as workplace-related trivia.
  • Recording and posting short videos to commemorate employee birthdays, work anniversaries, and professional milestones.

The bottom line? Companies without adequate internal communication solutions will see business revenue affected, particularly in the areas of absenteeism and turnover. Enterprise vision can’t be fully realized without workforce buy-in–and this makes the difference between an employee just showing up and choosing to give their best every day.

Download our case study, “Best Practices for Creating an Internal Communications Strategy for Non-Desk Workers,” to learn how employee recognition improves workforce internal communications.

How to Use Team Apps to Facilitate Workforce Wellness Programs

How to Use a Team App to Facilitate Workforce Wellness Programs

Mental health is a crucial aspect of a thriving, engaged, and healthy workforce. In turn, workforce wellness is an integral part of any healthy––and productive––workplace. So what role can technology like team apps play in helping facilitate both happy, healthy employees and wellness in the workplace?

Consider Offering Subscriptions to Well-being Apps

In combination with a comprehensive wellness program, a team app can be used to facilitate many of the components of your plan, from fitness challenges and polling your workforce about group wellness-oriented or other employee engagement activities to integrations with specific wellness apps.

Beekeeper poll feature

When researching options to include in your workplace well-being action plan, there are many wellness apps such as Luminosity (neuroscience-back brain games to improve memory), Sleep Cycle (tracks your sleep patterns to ensure optimal amount of rest), and MindShift (a self-proclaimed “portable coach,” this app provides strategies for common anxiety provokers like social situations).

While somewhat controversial as to whether adding another technological tool to our lives actually relieves stress, here are the key benefits that matter in the context of emotional and mental health:

  • The option to choose anonymity. Unfortunately, mental health challenges still carry a stigma, and even with an open workplace environment, not everyone in your workforce will feel comfortable confiding. A well-being app can be an alternative gateway and introduction to self-care on your workforce’s own terms.
  • Access by your workforce on their own time and at their convenience. Stress manifests in different ways for all of us, and a person’s ideal environment for managing it is entirely subjective.
  • Relatively affordable when compared to traditional therapy or counseling. In fact, some are free, such as Happier which acts as a mobile gratitude journal.

It’s important to note that a well-being app, and technology in general, is just one part of a well-rounded wellness program and strategy.

Use a Team App to Facilitate and Champion Your Wellness Program

While not all activities are appropriate to track and post publicly on your team app, team-building events are. For example, a group outing to a local park to pick up trash serves three purposes: helping to beautify your community, environmental stewardship, and an ecologically-philanthropic way to get active.

Beekeeper’s own Well-Beeing stream is one way to create communication streams dedicated to your wellness program in your team app. Doing so is an ideal method of sharing wellness tips, uploading guidelines, and posting best practices with your workforce.

Beekeeper well-being app

Having nutritional snacks, drinks, and other food options available for your workforce is also an important part of creating a healthy workplace. Posting the week’s offerings on your team app and the nutritional value (for example, antioxidant benefits of blueberries, or heart-healthy benefits of oatmeal) further encourages your team to add them to their daily diet at work.

Using a team app as part of your internal communication strategy to drive workforce engagement with a company wellness program can be an effective part of your overall wellness program strategy in the following ways:

  • High visibility fosters goal accountability
  • Two-way communication allows for both leadership and workforce to contribute posts on their own wellness journeys
  • Gamification of wellness programs with incentives for posting, recognition of their participation, and polls to let employees weigh in on what wellness offerings they would most like to see available

No matter what route you take or what solutions you decide to implement, incorporating multiple strategies, such as a team app like Beekeeper, ensures your workforce feels supported by offering the ability to engage on their own terms. A team app can be an integral part of a well-rounded workplace wellness program in today’s busy, digitally-focused world.

See how the Beekeeper team app can help facilitate workplace wellness programs! Download our “Internal Communications Strategy in 2018” eBook.

Wie 5G das digitale Workforce Management transformieren wird

How 5G Will Transform Digital Workforce Management

With over 100,000 attendees from 200 countries, the predominant theme of this year’s Mobile World Congress was unquestionably the upcoming impact of 5G technology on digital workforce management. The fifth generation of internet connectivity promises to deliver more speed for faster data transmission, better response time, and to increase device connectivity.

As the world’s leading technology providers prepare to launch products and services that benefit from this enhanced network, one concept is clear: 5G will transform global connectivity through faster unified communications in many ways, and workforce software will play a key role.

Before you dig in, get a free demo to learn why Beekeeper is the employee communication app to improve internal communications and employee engagement.

5G global connectivity

Mobile Collaboration Software Will Lead 5G Adoption

So what does this mean for digital workforce management and the hospitality industry? Generally speaking, the main takeaway is that 5G will possess higher capacity which translates to the ability to share more data faster, and this has a variety of applicable benefits for hotels. For example, we’ll see an increase in the development of smart buildings with accompanying smart room technology as multiple device-connectivity is made possible with 5G. From adjusting lighting and room temperature to requesting music, 5G will be able to handle the increased data demand.

When it comes to digital hotel workforce management, Mobile World Daily contributor Anne Morris highlights the importance of mobile collaboration software, like Beekeeper, as part of creating “win-win digital ecosystems,” with 5G technology. Quoting Marie Ehrling, Chair of Telia Company and security firm Securitas: “Silo thinking is not only unadvisable, but also wouldn’t work. From every company I’ve worked with today, collaborative working environments are rich across industries and markets.” With digital communication tools, the hospitality industry stands to reap the rewards of 5G with more expedient, unified communications and better employee connection.

5G Will Connect the Unconnected With Unified Communications

Despite overwhelming global mobile connectivity—with this number set to continue growing in 2025, to the tune of five billion people, according to this year’s Mobile World Daily—connecting the final 40% of the world’s population is not only necessary, but arguably the biggest challenge.

Eveline Pupeter, CEO and owner, emporia Telecom calls this ‘The Missing Millions,’ and stressed that workforce management software needs to recognize smartphones as more than communication devices, but as essential parts of our personal and professional routines. Pupeter also emphasized how the social aspect of workforce management software aids in the adoption of positive digital behaviors. 5G is set to contend with this challenge with improved coverage for mobile internet services.

mobile workforce collaboration

Digital Communication Tools Will Be More Accessible with 5G

As the cost of mobile devices and data pricing for mobile users decreases, digital communications tools will be more accessible. Though smartphone use is now prevalent, this provides ample incentive for companies to embrace digital workforce management solutions and to be digitally fluent.

In combination with the future availability of better internet coverage through 5G, chances are that the majority of your workforce will own a smart mobile device soon if they don’t already. Companies can best take advantage of the 5G revolution by implementing digital workforce management software to better connect and motivate workers through familiar mobile device technology.

To learn more about digital workforce management, download our white paper, “The Digitization of the Non-Desk Workforce.”

How a Better Employee Experience Enhances the Guest Experience

In the hospitality industry, every business’ main focus is to provide the perfect guest experience by delivering better service than the competition. But what if businesses could improve their guest experience by focusing on a different area entirely, like employee experience, through adopting digital workplace tools?

As it turns out, businesses with a strong employee experience overlap with businesses with a strong guest experience. Happy employees equate to happy guests because happiness is contagious. So, how should a hospitality business improve its employee experience and implement digital workplace communication tools with an eye towards getting the downstream benefits of more satisfied guests?

The Digital Workplace: A Catalyst for Guest Satisfaction By Satisfying Employees

The answer lies in merging information technology with the right communication tools. The more connected your team is to each other, the easier their jobs will be and the happier they’ll be—all while serving guests faster and more effectively.

Using a team communication app is key if you’re interested in building a connected workplace that provides a solid employee experience. When your team uses a workplace app that improves their ability to communicate seamlessly, there are fewer barriers to providing an excellent guest experience.

How Can Employee Apps Help Connect Teams?

Team communication apps can connect teams in a few different ways:

  • Track who is doing which ongoing tasks (like cleaning)
  • Track who is doing one-off tasks (like helping guests who request another bed or
  • Provide a place for team leaders to discuss issues or ask questions to management
  • Provide a place for remote internal communication among employees

A good team communication app will have all of the above features, and more. Little bells and whistles like providing informal “Good job!” tokens are also a nice touch that the best workplace apps provide.

Using Team Communication Apps To Improve the Employee Experience

Other features of a strong team communication app include workplace automation, one-to-one messaging, project tracking, and file sharing.

Screenshot of a mobile device showing HR materials being shared with an employee through group messaging.

In the hospitality industry, most employees will likely get the most use out of a workplace app that allows for mobile collaboration while on-the-move to avoid time-consuming physical meetings. This means the one-to-one and group messaging features that a team uses to communicate a need to be user-friendly and easy-to-use for mobile workers and your on-site workforce.

How Workplace Apps Automate Tasks or Employee Success

Additionally, automated tasks are a critical part of hospitality industry information technology, and they can do a lot to improve your employee experience and thereby improve your guest experience. Certain key daily tasks, like doing the laundry, are easy to delegate and assign into separate sub-tasks with the right communication tools.

A workplace app that creates and assigns the “laundry” task to the designated team makes managers’ jobs easier and makes work more predictable for the laundry team, too. For other teams that rely on the output of the laundry team—clean laundry—to do their job, having an automated workplace app that notifies them when the laundry team has finished their work expedites the internal communication process.

Far from isolating workers, the right workplace app eliminates microtasks like asking the laundry team if they’re done with the laundry, which significantly impacts both employee experience and guest experience for the better.

Interested in how a team communication app like Beekeeper can improve employee and guest experiences alike? Schedule a free demo.

Employee using employee app with a mobile device.

3 Ways to Use an Employee App for Workforce Appreciation

When it comes to employee appreciation, a little can go a long way. The point is to be demonstrative in your recognition efforts. Openly acknowledging the stellar performance, contribution, and attitude of your hardworking workforce can be as simple as a verbal commendation, or involve a reward of some kind.

With a team communication app like Beekeeper, sharing the achievements of your team is as simple as posting a candid photo of a colleague excelling on-the-job, sending a complimentary note via group messaging, or conducting a poll to vote on personalized rewards. Plus, posting this kind of highly-visible recognition through your employee app has the added benefit of encouraging employee engagement by giving everyone the ability to view, share, and comment.

1. A Virtual Thank You Card: Post Praise on Your Team Communication App

Did you receive a comment from a customer about a frontline employee who went above and beyond to make their day? This is a great example of discretionary effort, which is when an employee decides to give their best and better because they are invested in the company and successfully engaged.

Posting a quote or rave review from a satisfied customer about exceptional service and tagging your coworker in your team communication app is a simple yet effective way to publicly acknowledge their awesome performance. Likewise, sending a personal message directly to the exemplary employee through your team communication app lets them know you recognize and appreciate their efforts.

Screenshot of recognition using Beekeeper employee app.

2. Power in Numbers: Invite Your Workforce to Recognize Each Other

Lead by example! Starting a sustained system of recognition for your workforce using an employee app is an easy and effective way to involve the entire team to participate in an especially valuable form of employee engagement: a simple “thank you.”

Using Beekeeper’s polling and survey communication tools, you can quickly ask an employee’s peers what they love most about working alongside their co-workers. This not only encourages your team to contribute in championing and commending each other, it cultivates a positive work culture and a support system that extends far beyond the team communication app and into the physical realm of the workplace.

3. Survey Says: Ask Your Workforce What Reward Looks Like to Them

The people that comprise your team are unique. A “one size fits all” approach to employee recognition can be challenging as each employee defines the notion of reward differently. While one team member may enjoy a gift card to their favorite restaurant or grocery store, another may wish for an extra day of PTO (paid time off).

Through Beekeeper’s team communication app, managers can individually poll their workforce using a chatbot. The chatbot is a feature that private-messages and automatically responds, so you can use it to ask employees what they would appreciate most as a reward for a job well-done.

Adopting a team communication app is an efficient and engaging way to acknowledge employees and begin digital workforce transformation for your organization.

To try out Beekeeper’s team communication tools, start your free trial.

Beekeeper to Lead HRIH Panel on Increasing Employee Engagement

Beekeeper to Lead HRIH Panel on Increasing Employee Engagement

What’s the secret to exceptional occupancy rates, an enviable work culture, and engaged frontline employees? The answer lies in your company’s employee engagement and internal communication strategies. Alongside fellow hospitality thought leaders, Andrada Paraschiv, Head of Hospitality at Beekeeper, will present industry best practices and key ways to drive employee engagement, performance, and revenue growth with digital workplace apps.

The panel will also focus on how employee engagement leads to exceptional guest experiences. This presentation is part of a hospitality expert panel at the National HR in Hospitality Conference and Expo, taking place March 5-7, 2018, at The Cosmopolitan in Las Vegas.

Engaged Frontline Employees Are Your Brand’s Best Ambassadors

Frontline employees are the primary representatives of your brand and can be the primary champions of your company, too. Joining Andrada Paraschiv for the panel titled, “How to Engage Your Frontline Employees,” are Erica Carey, Senior Director, Digital Product Management, Hilton Worldwide; Jason Brown, Head of People, 1 Hotel Brooklyn Bridge; and Jeff David, Managing Director, The Watergate Hotel.

The panelists will share how Beekeeper’s award-winning digital workplace app has transformed their teams’ internal communication, increased employee engagement, and empowered frontline employees through company-wide alignment on common goals, real-time delivery of critical information, and opportunities for performance recognition.

How Digital Workplace Apps Create Unified Communications

1 Hotels’ Colleen Kerrigan, of Conference Services at 1 Hotel Central Park, credits Beekeeper as, “100% the most important internal communication tool that we have at this hotel to help us operate.” Beekeeper’s digital workplace app is the primary communication tool used for the property’s Morning Rally, where the team gathers together to go over pre-shift information, including daily VIP arrivals, events, and overall guest check-ins and check-outs.

Best of all, the Beekeeper digital workplace app makes this information accessible on-the-go, and 24 hours a day, enabling unified communications, employee engagement, and mobile collaboration for the whole team no matter what shift they work.

Beekeeper hospitality employee engagement app

Why Employee Connection and Employee Engagement Matters

Historically, the hospitality industry has prioritized the guest experience and spent fewer resources on the employee experience. In this panel discussion, attendees will gain significant insights on how to successfully steward frontline employee experience and engagement and reduce turnover while providing exceptional customer service. The panel will address why implementing effective communication tools in the workplace, such as a digital workplace app like Beekeeper, translates into happy employees, loyal guests, and satisfied investors.

What you’ll gain from this employee engagement panel:

  • Hearing from hospitality experts how your company’s internal communications directly affect employee engagement and employee connection to your brand
  • Employee engagement is integral not only for employee performance and satisfaction, but for an optimal guest experience
  • Learning ways to ensure your frontline employees feel informed, connected, heard, and recognized
  • How to increase frontline employee connection, collaboration, and performance through leadership-led, three-way internal communication
  • How a digital workplace app like Beekeeper benefits your entire team with real-time, unified communications that connect leadership and frontline employees alike

Be sure to check out booth #313 and attend Beekeeper’s breakfast panel, “How to Successfully Engage Your Frontline Employees,” in person! Join the panelists and Beekeeper team for lunch and an informal roundtable discussion on employee engagement best practices to ask any questions and snag your very own Beekeeper pashmina.

To learn more about how Beekeeper can help your frontline workforce, schedule a meeting with one of our experts.

Employee Engagement Q&A With Jill Christensen

Employee Engagement Q&A With Jill Christensen

Author, speaker, and employee engagement expert Jill Christensen responds to questions from our Bee School webinar, “If Not You, Who? Cracking the Code of Employee Disengagement.” In this session, she reveals how employee engagement drives business success. She also provides a thorough action plan to start the conversation about how better internal communication workforce solutions like Beekeeper can improve employee engagement within your company.

Employee Engagement Q&A Session

Q: If the employee is in the wrong chair [not a suitable role], should the organization try and place them in a more suitable chair or different department or get rid of them?

JC: This is something we see organizations do all of the time. I call it “moving the deck chairs on the Titanic.” If you have an employee who is truly mismatched for their role, and there is not another role in the company where they are a good fit, you need to think about what that person’s skills are. If they are in marketing, that person may be really good at sales or communications. If this person is an accountant, chances are there isn’t another role inside your organization outside the finance department. If this person has extraordinary skills in what they do, but that person’s position is eliminated and there isn’t another position like that in your organization, that might be an opportunity to release them because their skills are in finance and there is not a finance role open in your organization.

However, if the person has a great attitude and was great at their job but their job is being eliminated or they want to try something different, then I would absolutely move them to a different place within your organization.

When you have an employee who is incompetent at their job and there is no other job that is a good fit for them in your company, and if they cannot grow and improve, they need to be removed. The situation could also be that a person is great at their job, but their attitude is negative. If you talk with them and let them know they need to improve their attitude but they’re not doing that, and their performance plan has not worked, I highly recommend you remove them from your organization because they’re bringing down other engaged workers. I understand it’s difficult to do, but trust me when I tell you the employee is going to land in another organization in another company and they’re going to be fine.

I’m encouraging you to say, “We should invest in ensuring people are a good culture fit and are amazing at their jobs,” because as you try to engage employees and create an amazing culture, you simply cannot afford to have people amongst you who are in the wrong chair. Use my four-step process to achieve sustainable engagement.

four step process for employee engagement

Q: How do you measure employee engagement?

JC: The best way to measure employee engagement is to conduct an employee engagement survey. There are many employee engagement surveys that exist in the marketplace; I highly recommend you don’t create your own survey. You cannot piece together questions that you have seen on other employee engagement surveys and believe that your survey is statistically significant and valid unless it has been created by scientists and statisticians.

Your employee engagement survey needs to be rubber-stamped by people that do this for a living. Run a search on “employee engagement survey” to find these. If you would like me to help you find the survey that is right for the size of your organization, please reach out to me or look into Beekeeper. Once you send your employee engagement survey to all employees, you’re going to get a certain number of responses back, and that number is the percent of employees who are engaged.

Q: How do I approach senior leaders if they don’t think there is a problem?

JC: One easy way to approach this is to conduct an employee engagement survey because then it’s not just you communicating with senior leaders that there is a problem. It’s arming you with data about your company, where employees are saying, “Houston, we have a problem.” This way it’s not anecdotal; it’s your employees saying, “We don’t like the culture; we don’t think our senior leaders communicate well; we don’t understand the organization’s values; we don’t feel like compensation is where it needs to be, and we don’t feel like we have the resources to do our job.”

Now if you’re going to say, “My senior leaders won’t allow us to conduct an employee engagement survey because they don’t think there is a problem,” what I would do is show senior leaders the data and the correlation between employee engagement and profitable revenue growth. Ask some of the following questions: Is the company where they want it to be? If the customer satisfaction level is where they want it to be, is employee retention as high as they would like? Are revenues high, and is the company growing as fast as they want it to?

If the answer to any of those questions is “no,” then the answer lies in looking at the company’s culture, how things are done, and the work environment. This means your employees are not as productive or creative as they could be, not staying as long, and are not providing great levels of customer satisfaction. Unless you have an extraordinary workforce, or your workplace is known around the globe for being amazing, chances are you have work to do.

This is about empowering you with the courage to go to your senior leadership team and say, “If our organization isn’t exactly where you want it to be on all these levels, then we have an opportunity to improve. We know employee engagement creates an amazing culture and can drive improvement so we have nothing to lose by conducting an employee engagement survey to see where we are.”

To watch the employee engagement webinar, fill out the form below.

how to increase employee engagement

How to Increase Employee Engagement

As part of our Bee School educational series, we recently co-hosted an employee engagement webinar, “If Not You, Who? Cracking the Code of Employee Disengagement,” with former Fortune 500 business executive, best-selling author, and employee engagement expert Jill Christensen. In this employee engagement webinar, Jill shared her four-step strategy to immediately boost employee engagement, why Beekeeper is a thought leader in the employee engagement space, and her passion for giving frontline employees a voice through better internal communication.

Key Takeaways

When it comes to improving employee engagement, actively encouraging frontline employee feedback, adoption of team communication apps by leadership, and building and sustaining company-wide trust are all primary ingredients for better productivity and revenue growth.

  • When employees are engaged, everyone benefits. This includes customers, clients, leaders, shareholders, and the board of directors.
  • Build trust in leadership! Your CEO, not just HR, must own and champion your employee engagement strategy. This is a paradigm shift when it comes to an employee engagement strategy. When organizations approach employee engagement as a team, it shifts the dynamic in employee engagement from being there to give (genuinely motivated, invested) rather than just to get (showing up just for the paycheck), building a mutually beneficial commitment.
  • Disengaged employees offer untapped potential and an opportunity for growth to improve profitability, performance, and productivity. When people trust leadership, they feel an emotional connection to the organization, and this encourages employee engagement and discretionary effort, otherwise known as “going above and beyond.”

Jill Christensen’s Four-Step Employee Engagement Process

  1. Get the right person in every chair. Hiring for a job skills match is a mistake; you must also hire for a values match. Individual values need to be aligned with your organization’s values. When incompetency and toxic attitudes go unchecked, it ripples out to the rest of the team.
  2. Create a line of sight (goal alignment). Employee goals need to be aligned with CEO goals. This demonstrates that what employees are doing every day matters, and strengthens employee connection with your organization, i.e. “we’re all in this together.”
  3. Build a two-way communication culture through platforms for employees to communicate with the rest of the organization—with each other and with management. 80% of employees globally use mobile devices to communicate. That’s why it’s critical to have mobile and desktop apps for them to communicate. Provide opportunities to speak up. Your employees have ideas about how to improve your business, what’s working, and what’s not.
  4. Lift people up! Create a culture of constant and sustained recognition. People want to hear the words, “thank you.” And the best part? It’s free! This can also be leveraged as an opportunity for brainstorming and debriefing after an event or large project.

The bottom line? In order to re-engage your employees, you need to understand and fulfill their basic human needs. Make the commitment to start the conversation about moving beyond traditional approaches to employee engagement with an internal communication solution.

To watch the employee engagement webinar, fill out the form below.

Join Us For “Cracking the Code of Employee Disengagement” Webinar

Join Us For “Cracking the Code of Employee Disengagement” Webinar

Last year we partnered with “Top 100 Global Employee Engagement Influencer for 2017,” Jill Christensen, for a Q&A about the hot topic of employee engagement. Due to an overwhelming number of requests for more information on this subject, Jill is participating in our Bee School educational series designed to help leaders run successful teams.

We recently finished a 6-class leadership course taught by an MBA professor, and now we’re going to continue the initiative with a webinar hosted by Jill titled, “If Not You, Who? Cracking the Code of Employee Disengagement.”

Get a free demo of the Beekeeper team app here to see how you can improve internal team communications and employee engagement. Beekeeper is an employee engagement app that will help engage frontline staff in your digital workforce.

Who is Jill Christensen?

With three decades of consulting, speaking, and global Fortune 500 executive-level experience under her belt, Jill has dedicated her career to engaging employees to improve productivity, retention, customer satisfaction, and revenue growth with clients like AT&T, Nokia, Crocs, and Novartis. She is Founder/President of Jill Christensen International, a best-selling author, and international keynote speaker, and led Global Internal Communications at Avaya and Western Union.

Her view is radically different—she believes that although Human Resources “owns” culture change, they do not own culture change. Employees will not re-engage unless senior leaders and managers change the way they lead the company and their teams.

Cracking the Code of Employee Disengagement

According to Jill’s research, organizations in the top tier of employee engagement outperform their peers by 147% in earnings per share and have a 90% better growth trend than their competition. However, 87% of workers are not engaged, which is a huge missed opportunity. Jill teaches business leaders how to inspire employees to get off the sidelines and into the game.

In her webinar, “If Not You, Who? Cracking the Code of Employee Disengagement,” she explains her four-step strategy to turn your disengaged workforce into a unified, high-performing team. The results? Increased profits, customer satisfaction, productivity, and retention. No matter the industry, employee engagement is crucial for your bottom line.

What You Will Learn

You will leave the session with:

  1. A new perspective on employee disengagement, happy employees, and the number one reason employees don’t engage.
  2. An innovative, proven four-step strategy you can apply immediately to re-engage employees.
  3. Tactics to engage senior leaders in employee engagement.
  4. Clarity on next steps and inspiration to achieve your goals.


Format: Webinar with a Q&A portion at the end.
When: Two sessions will be held January 31st 2pm EST (New York) & February 1st 2pm CET (Berlin)

To watch a replay of the employee engagement webinar, fill out the form below.