15 Strategi Sambungan Pekerja untuk Keharmonian Tempat Kerja

Hubungan pekerja terletak di tengah-tengah budaya tempat kerja yang berkembang maju. Dalam era di mana garis antara kehidupan profesional dan peribadi semakin kabur, memupuk hubungan bermakna di kalangan pekerja telah muncul sebagai keperluan strategik untuk organisasi.

Rasa hubungan yang kuat melampaui interaksi sosial semata-mata; Ia merangkumi nilai bersama, matlamat bersama, dan perasaan kekitaan yang tulen. Apabila pekerja merasa berhubung dengan rakan sebaya, penyelia, dan tujuan kerja mereka yang lebih besar, hasilnya adalah transformatif. Produktiviti melambung tinggi, kreativiti berkembang, dan kepuasan kerja mencapai tahap yang baru.

Dalam artikel ini, kami menyelidiki kepentingan hubungan pekerja dan mendedahkan strategi terbukti yang boleh diterima oleh syarikat untuk memupuk tenaga kerja yang lebih padu, terlibat, dan akhirnya lebih berjaya.

15 strategi untuk meningkatkan hubungan pekerja

Berikut adalah 15 strategi untuk meningkatkan hubungan pekerja secara terperinci:

1. Melaksanakan projek silang fungsi

Encourage employees from different departments or teams to collaborate on projects. This not only diversifies their work experience but also facilitates interaction with colleagues they might not have interacted with otherwise. Cross-functional projects help break down silos, promote knowledge sharing, and create stronger bonds between individuals.

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Google is known for encouraging cross-functional collaboration through its famous "20% time" policy. Employees are encouraged to spend 20% of their workweek on projects that may not be directly related to their job roles.

This strategy has helped improve employee engagement by giving them the freedom to work on projects they are passionate about.

Google News and Gmail are two notable products that originated from 20% time projects, showcasing the power of cross-functional collaboration in fostering innovation.

2. Mewujudkan program bimbingan dan tunas

Menggandingkan pekerja berpengalaman dengan yang lebih baru untuk mewujudkan sistem bimbingan atau rakan. Ini menawarkan peluang untuk bimbingan, pembangunan kemahiran, dan hubungan peribadi. Mentor boleh memberikan pandangan, nasihat, dan hubungan sokongan, yang meningkatkan rasa kekitaan untuk pekerja yang lebih baru.

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Facebook is known for its strong mentorship programs. They pair experienced employees with newer hires to provide guidance and support as they acclimate to the company culture and job roles.

This strategy has helped improve employee engagement by fostering a sense of belonging, helping new employees integrate quickly, and providing them with valuable guidance.

Having mentors and buddies help employees feel more connected and have the opportunity to learn from experienced colleagues.

3. Aktiviti pembinaan pasukan yang kerap

Menganjurkan aktiviti pembinaan pasukan secara berkala yang memberi tumpuan kepada memupuk kepercayaan, komunikasi, dan kerjasama di kalangan ahli pasukan. Aktiviti-aktiviti ini boleh terdiri daripada cabaran menyelesaikan masalah dan acara luar untuk permainan pembinaan pasukan maya. Pengalaman yang dikongsi membantu membina keakraban dan mencipta kenangan yang berkekalan.

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Zappos, an online retailer, is known for its unique approach to team building. They have a "Culture Book" that's created by employees themselves, sharing their experiences and thoughts about the company's culture.

Additionally, Zappos organizes events like "Zappos Family Field Day" and "Zappos Insights Culture Camp" to foster a sense of community and teamwork.

These activities have helped in improving employee engagement by creating a strong bond among employees and making them feel like part of a close-knit family, which is central to Zappos' culture.

4. Komunikasi terbuka dan telus

Memupuk persekitaran di mana komunikasi terbuka, telus, dan inklusif. Sentiasa berkongsi kemas kini, kejayaan dan cabaran syarikat untuk memastikan pekerja dimaklumkan. Komunikasi telus membantu pekerja berasa terhubung dengan perjalanan organisasi dan memupuk rasa kekitaan.

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Salesforce is well-known for its commitment to transparency. They hold regular "Ohana" (Hawaiian for "family") meetings, where leadership openly discusses company performance, future plans, and answers employee questions.

Salesforce also has an internal social platform called "Chatter" that encourages open communication at all levels of the organization. This strategy has improved employee engagement by fostering a culture of trust and involvement.

Employees feel valued and informed, which leads to a stronger connection to the company's mission and values.

Melaksanakan platform intranet sosial atau digital di mana pekerja boleh berhubung, berkongsi kemas kini, meraikan pencapaian, dan terlibat dalam perbincangan. Platform ini boleh meniru ciri media sosial, membolehkan pekerja berinteraksi dan membina hubungan walaupun di luar interaksi berkaitan kerja formal.

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Microsoft uses an internal platform called "Microsoft Teams" to connect and engage employees. This platform facilitates communication, collaboration, and knowledge sharing across the organization.

It has improved employee engagement by making it easier for employees to connect with their colleagues, share ideas, and work together, especially in a remote or geographically dispersed environment.

Microsoft Teams has played a crucial role during the COVID-19 pandemic, enabling seamless remote work and maintaining a sense of community.

Effectively engage employees through recognition, rewards, and surveys, with seamless integration of Microsoft Teams and Empuls. See how the Empuls and Microsoft Teams integration works.

6. Program pengiktirafan dan penghargaan

Institut program pengiktirafan dan penghargaan rasmi yang meraikan pencapaian pekerja, baik besar dan kecil. Secara terbuka mengakui usaha mereka melalui anugerah, jeritan dalam mesyuarat pasukan, atau acara pengiktirafan khusus. Rasa dihargai dan dihargai menguatkan ikatan antara pekerja dan organisasi.

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Southwest Airlines has a well-regarded recognition and appreciation program called the "Southwest Spirit”. This program emphasizes employee recognition as a core part of the company culture.

Employees, known as "Southwest Warriors," can recognize and appreciate their peers for exceptional customer service, teamwork, and living the company's values.

7. Peluang penglibatan sukarelawan dan komuniti

Menawarkan peluang kepada pekerja untuk menjadi sukarelawan bersama atau mengambil bahagian dalam aktiviti penglibatan masyarakat. Melibatkan diri dalam inisiatif amal atau sosial sebagai satu pasukan memupuk rasa tujuan, menggalakkan kerja berpasukan, dan mewujudkan hubungan di luar tempat kerja.

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Salesforce is also known for its "1-1-1" philanthropic model, where the company donates 1% of its equity, 1% of its product, and 1% of its employees' time to charitable causes.

This strategy has improved employee engagement by giving employees the opportunity to volunteer and engage with their communities during work hours. It not only fosters a sense of social responsibility but also enhances employees' sense of purpose and connection to the company's mission.

8. Mesyuarat pasukan biasa dan daftar masuk

Mengadakan mesyuarat pasukan biasa dan daftar masuk satu lawan satu. Mesyuarat ini menyediakan platform untuk membincangkan matlamat, berkongsi kemajuan, dan menangani kebimbangan. Komunikasi yang kerap membantu pekerja berasa terhubung dengan misi pasukan mereka dan memastikan semua orang berada di halaman yang sama.

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Amazon utilizes a practice called "Stand-Up Meetings" in their fulfillment centers. These daily, brief meetings help team members discuss their goals, provide feedback, and address any issues in real-time.

This strategy has improved employee engagement by promoting regular communication and collaboration, ensuring that employees feel heard, and allowing them to actively participate in problem-solving and decision-making.

9. Rancangan pembangunan peribadi

Bekerjasama dengan pekerja untuk membuat rancangan pembangunan peribadi yang sejajar dengan aspirasi kerjaya mereka. Memberi peluang untuk peningkatan kemahiran dan pertumbuhan melalui latihan, bengkel, dan persidangan. Apabila pekerja melihat bahawa organisasi melabur dalam pertumbuhan mereka, mereka mungkin merasakan hubungan yang lebih kuat.

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Adobe is known for its "Adobe Learning Fund," which supports employees' professional development by providing financial assistance for courses, workshops, and certifications. This strategy has improved employee engagement by showing a commitment to employee growth and skill enhancement.

Employees are more motivated to invest in their own development, which in turn, benefits the company with a more skilled and engaged workforce.

Another great example is LinkedIn, the professional networking platform, is known for its strong commitment to personal development. They offer their employees access to "LinkedIn Learning," an extensive online learning platform with a wide range of courses and resources.

Employees can create personalized development plans based on their career goals and aspirations. This strategy has helped improve employee engagement at LinkedIn by demonstrating the company's investment in the growth and career development of its employees.

When employees see opportunities for self-improvement, they are more likely to be motivated and engaged in their work.

10. Kumpulan sumber pekerja (ERG)

Mewujudkan ergs berdasarkan minat, latar belakang atau sebab yang sama. ERG menyediakan ruang untuk pekerja berhubung dengan individu yang berfikiran sama, berkongsi pengalaman, dan mengusahakan inisiatif yang penting bagi mereka. Kumpulan ini menyumbang kepada tempat kerja yang lebih inklusif dan terhubung.

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Apple has several Employee Resource Groups, including groups for LGBTQ+ employees, women, and veterans, among others. These groups provide a sense of community and support for underrepresented or affinity groups within the company.

Apple's ERGs have improved employee engagement by creating a more inclusive and diverse workplace where employees feel valued and connected. This sense of belonging leads to increased engagement, job satisfaction, and retention.

11. Penceritaan dan tumpuan pekerja

Berkongsi cerita peribadi dan pencapaian pekerja melalui surat berita dalaman, blog syarikat, atau wawancara video. Menonjolkan perjalanan, minat, dan pencapaian individu memanusiakan pekerja dan membantu rakan sekerja berkaitan antara satu sama lain pada tahap peribadi.

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Disney has a rich history of storytelling, and they extend this to their employee engagement strategy. They regularly feature employee spotlights and success stories in their internal communications and at company events.

This strategy helps improve employee engagement by making employees feel like they are part of the larger Disney story. It inspires pride and connection among employees, reminding them of the impact their work has on creating magic for Disney customers.

12. Sesi makan tengah hari dan belajar

Menganjurkan sesi "Makan tengah hari dan belajar" tidak formal di mana pekerja boleh berkongsi kepakaran, hobi, atau minat mereka dengan rakan sekerja mereka. Ini mewujudkan peluang untuk belajar, perbincangan, dan hubungan yang lebih mendalam apabila pekerja mengenali minat masing-masing di luar kerja.

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HubSpot, a marketing software company, hosts "HubSpot Academy" sessions, which include lunch and learn events where employees can expand their knowledge on various topics.

These sessions encourage continuous learning and skill development. It helps improve employee engagement by providing opportunities for professional and personal growth during work hours, fostering a culture of curiosity and development within the organization.

13. Program pengiktirafan rakan sebaya

Melaksanakan program pengiktirafan rakan ke rakan di mana pekerja dapat mengakui dan menghargai sumbangan masing-masing. Ini memupuk budaya penghargaan, membina hubungan di kalangan rakan sekerja, dan mewujudkan hubungan positif yang didorong oleh rakan sekerja sendiri.

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Cisco has a peer recognition program called the "Connected Recognition" program, where employees can recognize their peers for outstanding contributions through an internal platform.

This program has helped improve employee engagement by fostering a culture of appreciation and mutual respect. Employees feel motivated and appreciated when their colleagues acknowledge their efforts, leading to increased job satisfaction and a sense of camaraderie.

14. Cabaran dan pertandingan kolaboratif

Memperkenalkan cabaran atau pertandingan persahabatan yang memerlukan pasukan bekerjasama di luar tugas biasa mereka. Ini boleh termasuk pertandingan trivia, cabaran kecergasan, atau projek kreatif. Aktiviti sedemikian menggalakkan kerja berpasukan, meningkatkan semangat, dan mencipta pengalaman berkongsi yang tidak dapat dilupakan.

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Microsoft uses gamification and collaborative challenges to engage employees. One notable initiative is the "Hackathon," where employees from different departments collaborate to develop innovative solutions.

This strategy has improved employee engagement by encouraging cross-functional teamwork, creativity, and problem-solving.

Employees are motivated by the opportunity to work on exciting projects and showcase their skills in a competitive but collaborative environment.

15. Kalangan maklum balas pekerja

Sediakan bulatan maklum balas pekerja kecil atau kumpulan fokus yang bertemu secara berkala untuk membincangkan pengalaman, cabaran dan idea tempat kerja untuk penambahbaikan. Ini mewujudkan ruang untuk dialog terbuka, membantu menangani kebimbangan, dan memberi kuasa kepada pekerja untuk menyumbang secara aktif kepada persekitaran yang lebih terhubung dan inklusif.

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Google is known for its "Googlegeist" employee feedback survey. This annual survey collects anonymous feedback from employees on various aspects of the workplace. Google then takes the feedback seriously and makes changes based on the responses.

This strategy has improved employee engagement by making employees feel heard and valued. It also shows that the company is genuinely interested in improving the work environment based on employee input, which leads to a higher level of engagement and job satisfaction.

Strategi ini, sebagai tambahan kepada yang disebutkan sebelumnya, boleh membantu mewujudkan pendekatan holistik untuk meningkatkan hubungan pekerja dalam organisasi anda. Ingatlah bahawa kunci kejayaan adalah minat tulen dalam memupuk rasa kemasyarakatan dan kekitaan di kalangan pekerja, yang akhirnya akan membawa kepada peningkatan penglibatan, produktiviti, dan kepuasan kerja.

Empuls helped Prodevans Technologies to reinvent employee engagement for distributed teams

Prodevans Technologies, an ISO 9001 | 27001 | 20000 accredited technology solution provider, aimed to improve employee engagement for their distributed teams by streamlining communication, rewards, and recognition with the help of the Empuls platform.

Cabaran:

Prodevans menghadapi kesukaran untuk menyelaraskan proses ganjaran dan pengiktirafan (R&R) sedia ada mereka, yang melibatkan pembelian manual dan pengedaran baucar hadiah Amazon dan insentif tunai.
Kekurangan platform R&R yang mantap menyebabkan kurangnya inisiatif penghargaan dan penglibatan pekerja.

How Empuls helped:

Empuls simplified the R&R process, allowing employees to redeem rewards easily.
Empuls introduced a reward point system with no expiration date, providing flexibility for employees to redeem points at their convenience.
Pekerja Prodevans mendapat akses kepada pelbagai pilihan ganjaran, meningkatkan kepuasan keseluruhan.
Empuls introduced peer recognition, making it easy for employees to express gratitude towards their colleagues, thus boosting morale.

Kesan:

Empuls not only improved the R&R process but also significantly increased employee engagement.
More than 70% of Prodevans' employees actively participate and engage with peers on Empuls.
Employee surveys, which previously faced participation challenges, saw an increase in submission rates due to Empuls' platform and nudges.
Empuls bridged the gap created by remote work, enabling consistent communication and connection among distributed teams.
Prodevans plans to invest in Empuls long-term as it has become a crucial platform for driving employee engagement, and they anticipate a boost in employee satisfaction in the future.

Kesimpulan

Dalam dunia perniagaan yang pantas, sambungan pekerja adalah gam yang memegang pasukan bersama-sama. Dengan strategi sambungan pekerja ini, anda boleh menjalin ikatan yang lebih kuat, meningkatkan kerjasama dan mewujudkan persekitaran kerja yang lebih bertenaga dan padu.

Ingat bahawa strategi ini harus disepadukan ke dalam budaya syarikat dan secara konsisten disokong oleh kepimpinan. Komitmen yang sahih terhadap kesejahteraan dan hubungan pekerja adalah penting untuk inisiatif ini berjaya. Maklum balas dan penyesuaian yang kerap berdasarkan respons pekerja adalah penting untuk memperhalusi dan meningkatkan strategi ini dari semasa ke semasa.

Malah usaha kecil ke arah memupuk hubungan boleh menghasilkan ganjaran yang besar, yang membawa kepada tenaga kerja yang lebih bahagia, lebih terlibat, dan akhirnya lebih berjaya.