How to Engage Employees Before it’s Too Late

October 28, 2015 Jiordan Castle


HR and business leaders today are most concerned with the level of engagement within their companies. Oftentimes, managers aren’t aware of a problem until a disengaged employee already has a foot out the door. By then, it’s typically too late to rectify the situation. Modern workforces need to provide tools that enable managers to keep up-to-date and aware of the engagement levels of their workers. The ability to receive and act on real-time, emotive feedback is an essential exercise in empathy for today’s managers and employees.

Engagement for employees on the go

Imagine a typical workday for a consultant or sales team member. They can be particularly hard to keep track of, given the weeks- or months-long projects they work on away from home (or at least away from a traditional office). Engagement is made considerably more complicated when you can’t simply walk over to an employee’s desk for a chat or schedule an afternoon coffee break. But that certainly doesn’t mean there’s no way to engage them.

Appirio’s global crowd of designers, developers, and data scientists built an app that does exactly that. Mood Ring is an app that allows managers real-time access to an overview of work teams in their company. They can drill down to view an individual employee’s daily mood entry and brief written feedback. Mood Ring is just one example of the countless HR-friendly apps you can create through crowdsourcing.

With an engagement app, it’s possible to engage remote workers more easily. With Mood Ring, for instance, you can not only view an employee’s ongoing mood entries, but also see what their coworkers have to say about their performance on a project. That’s invaluable feedback to have on any given day, and can alert you to underlying problems before it’s too late.

Actionable insights on demand

Even the most actively engaged employees tire of too many surveys sent out too often. With an engagement app, a manager can select a group from within their portfolio view and send out a survey at will. By enabling managers to collect feedback when they want to — rather than at arbitrary intervals (like once a quarter, or worse, once a year) — leads to more relevant information and lets employees know that management cares about their progress and challenges during a specific period.

Similarly, when an employee receives an alert from the app that tells them to complete a survey (based on their membership in a team, Chatter group, org unit, or project), they can do so without taking up a significant amount of time and maintain an ongoing conversation with management. With highly specific but succinct feedback, management has a better chance of staying on top of emerging engagement issues across a more widely distributed team.

Being able to get employee feedback on demand (and on a more personal level) is an integral part of building a better Worker Experience. Find out what else is new in the world of Worker Experience — everything from mobile apps to the shift toward nontraditional work — from our ebook, The Future of Employee Engagement.


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