Razor’s Three C’s to restoring employee engagement
Communication
Ensure your message is clear, consistent and honest. It’s crucial that companies communicate with their employees in the early stages. Employees want to know the impact of the changes and how it will affect them. Be open and available, and focus on addressing relevant employee concerns and how the company will move forward.
Core Values
A company’s values need to remain constant despite external and internal changes. By going back to the basics and focusing on what is most important to the company, leaders will realign their employees to the corporate vision. To get employees on the right track and keep core values top of mind, recognize them for living the values on a regular basis.
Culture
Layoffs threaten to undo the years and even decades of work it takes to build a great corporate culture. Best advice is to focus on programs that make the company and the culture what it is. Keep the programs and initiatives that serve to align employees and provide a return on investment.
Examples include celebrating success and the achievement of milestones at a company and individual level. Bruce Power, a Canadian nuclear generating company, for example, recognizes their employees with a company lunch or dinner to spotlight their teams after an outage.
At I Love Rewards, we host a Rewards and Recognition Lunch every first Friday of the month to recognize employees who have gone above and beyond, and celebrate the past month’s successes. It helps promote a culture of recognition and it's something employees look forward to each month. Corporate culture initiatives don’t need to be costly; but they do have to be meaningful and relevant to employees.
