It’s clear to us all that the workplace is constantly evolving. Most offices in Singapore today have a diverse mix of employees including, baby boomers, the Gen Xs as well as millennium babies. If there is ever a common chord between these various groups, it would be finding that ideal employer or workplace that encourages fun and play.
Various studies have shown that having fun at work plays a significant role in engaging employees. Contrary to popular belief, a workplace that encourages play and injects elements of fun, results in employees being more productive. People naturally gravitate towards fun and many HR professionals have developed in-house activities aimed at engaging the employee population. Engagement activities such as themed days, sporting activities and even friendly competitions around festive occasions, are often well-received. Gone are the days where the fun employee event revolves around the annual Dinner and Dance. Employees normally appreciate and value a culture of spontaneity, transparency and regular engagement. Companies such as Google and Microsoft have been leaders in this area and many others are following suit. With the advent of social media, colleagues often share updates from work-related events. I encourage sharing on selected social media platforms and have seen an increase in the number and quality of social media activities at Adecco. Pictures are worth more than a thousand words and our online activity has resulted in increased engagement with our target audiences. Engagement activities which are often driven by HR or employee engagement groups will further benefit from participation and support of senior leaders in the organisation. This is often more apparent in larger companies where senior management is often based in different locations or countries. Among the easiest ways to improve workplace productivity and employee engagement is to have regular interactions with senior leaders. These could be incorporated into casual monthly meetings over breakfast or more formal sessions. Such activities not only benefit the employees but also serves as a platform for senior leaders to get to know their employees better; to understand what drives them, thus being involved in the employee engagement process. At the same time, while it is important to implement such activities, it is also good to take a step back and to take a holistic approach to employee engagement and workplace happiness. Key aspects include not only the fun items but also the more serious components such as having a harassment-free workspace, equal employment opportunities, transparency, open communication and constant reviews of existing policies. A fun and engaging workplace is one that encourages enthusiasm and injects positivity in the lives of employees. Most of us would agree that while certain benefits, such as a competitive salary package and perks are vital, working in an open environment where play is encouraged can be the missing link that addresses employee engagement and retention. Theo HRM
The Fist
The internal communication of Navigos Search
Various studies have shown that having fun at work plays a significant role in engaging employees. Contrary to popular belief, a workplace that encourages play and injects elements of fun, results in employees being more productive. People naturally gravitate towards fun and many HR professionals have developed in-house activities aimed at engaging the employee population. Engagement activities such as themed days, sporting activities and even friendly competitions around festive occasions, are often well-received. Gone are the days where the fun employee event revolves around the annual Dinner and Dance. Employees normally appreciate and value a culture of spontaneity, transparency and regular engagement. Companies such as Google and Microsoft have been leaders in this area and many others are following suit. With the advent of social media, colleagues often share updates from work-related events. I encourage sharing on selected social media platforms and have seen an increase in the number and quality of social media activities at Adecco. Pictures are worth more than a thousand words and our online activity has resulted in increased engagement with our target audiences. Engagement activities which are often driven by HR or employee engagement groups will further benefit from participation and support of senior leaders in the organisation. This is often more apparent in larger companies where senior management is often based in different locations or countries. Among the easiest ways to improve workplace productivity and employee engagement is to have regular interactions with senior leaders. These could be incorporated into casual monthly meetings over breakfast or more formal sessions. Such activities not only benefit the employees but also serves as a platform for senior leaders to get to know their employees better; to understand what drives them, thus being involved in the employee engagement process. At the same time, while it is important to implement such activities, it is also good to take a step back and to take a holistic approach to employee engagement and workplace happiness. Key aspects include not only the fun items but also the more serious components such as having a harassment-free workspace, equal employment opportunities, transparency, open communication and constant reviews of existing policies. A fun and engaging workplace is one that encourages enthusiasm and injects positivity in the lives of employees. Most of us would agree that while certain benefits, such as a competitive salary package and perks are vital, working in an open environment where play is encouraged can be the missing link that addresses employee engagement and retention. Theo HRM
