Much of our experience resides in helping companies to create workplaces where employees feel valued; where their purpose is clearly defined and aligned to the organisation; and communication and relationships with leadership and management are strong.
We can help you objectively critique your current employee provision and help you implement small and cost effective changes that can dramatically impact your staff morale, motivation, and ultimately engagement.
It is to these questions and more that SME Resource can help you find answers. We use a wide range of research methods to obtain vital insight into your employees’ opinions, feelings, and levels of commitment and engagement. And there’s real benefit in obtaining staff feedback and using it to drive positive change for employees, Gallup estimate a reduction in attrition of 14.9% for companies that regularly seek employee feedback compared to those who do not.
As a third party, impartial company, abiding by the DPA and a strict code of conduct, employees instantly realise their anonymity is safeguarded and they can be far more candid and open with their feedback; this results in highly robust and reliable data upon which you can base your staff engagement decisions moving forward.
"Many small companies start with a huge advantage in getting their people engaged because the leaders are so close to the workforce. But as they grow bigger they still need to think about ensuring that employees get the story and the vision, see where they fit in and know that their voice is heard."
Nita Clarke, Engaging for Success
Employee experience is complex. Why? Because ultimately it involves human beings who are themselves highly complex individuals whose actions and emotions are influenced by a wide variety of internal and external factors. We view internal factors as inherent character traits which serve to define personalities; and external factors as those encounters and circumstances that shape everyday lives.
SME Resource can help you objectively critique your employee experience and determine whether certain aspects could be improved so as to further engage your staff. We have combined industry data with our own comparative insight gained from working with many companies across most sectors, to establish a best practice framework for employee experience. We assess your company’s provision in line with that framework in order to determine strengths and opportunities to further enhance the experience you provide to your staff.
SME Resource can work with you to create and implement an effective, long-term staff engagement strategy that focuses on five key considerations designed to enrich your employee experience and drive engagement:
- We look at your vision and values, helping you to excite and inspire your employees;
- We look at the opportunities you have for employee personal and professional growth, exploring how these can be enhanced;
- We look at how you can ensure your employees work as a team and individuals are able to find purpose in their work;
- We explore your reward and recognition frameworks, improving their effectiveness in influencing positive behaviours;
- And finally we examine your ability to sustain engagement over time, giving you techniques and strategies to maintain engagement levels as complex and diverse factors influence your employees’ needs and expectations.
“A recent survey entitled ‘Employee engagement: how British business measures up’, discovered that a staggering number of employees do not feel engaged at work, with 48% saying they were only moderately engaged, and 15%claiming to have low – or even no – engagement. With UK productivity standing at nearly 20% below the average for G7 countries (ONS), and considering that 79% of the UK GDP is driven by the service sector, it would seem that employee engagement needs to be urgently addressed.”
“Too often, small-business owners fail to see the value in providing a formal training program. Running on tight budgets, entrepreneurs are focused on the bottom line and think they can do the training themselves. Bad idea.”
Successful staff learning experiences are those:
- where the training or development plans are clear;
- where employees have been actively involved in determining the knowledge, skills, or abilities gaps;
- where practical and problem-centred approaches based on real-life examples are used where employees are given opportunities to practice what they’ve learned;
- where the learning environment is informal and supportive;
- where the learning opportunity promotes positive self-esteem.