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Psychology staff efficiency

Psychology staff efficiency

As events affect the effectiveness of the staff

Three pillars of loyalty

All people are different, the fact is a fact, but there are three things that attract absolutely any employee in his work (for whatever reasons he initially neither responded to the vacancy and that would then either come across on your career path):

  • self-realization,
  • status and compensation
  • comfort.

According to the polls of the various recruitment agencies and portals, active audience of job seekers (men and women 25-35 years 3-5 years of experience) are most valued in employers: career opportunities, important for company liability, revenue, and training at the expense of the company, the employee's status as a well-known brand, the possibility to work in other parts of the company (especially international), as well as stability, employment benefits and a well-developed corporate culture.

There are also a number of reservations regarding the generation of millenialov (or generation Z), i.e., those young geniuses who are now available from the most prestigious universities. Their values, according to the company Universum-guru in the assessment of HR-branding, added the company's image, its social and even political activity, technological progressiveness, work with friends (that's right: now young people prefer sincerely get involved in the work and doing it in a good company of like-minded people, not so much how many close friends).

All these values are easy to distribute on the three above mentioned groups (self-realization, status/compensation and comfort). This is the three pillars on which rests the personnel loyalty to the company. This same key motivation tools-tangible or intangible. The higher employee satisfaction on all three items-the higher not just their loyalty but their effectiveness. Consequently, companies that want to achieve maximum impact with full involvement of personnel in workflows must create for job seekers and employees demand values. No wonder the now growing in popularity is gaining so-called employer value proposition (Employee value proposition-EVP) is a set of advantages and proposals provided by the Organization in Exchange for your skills, abilities and experience of the personnel.

Activities as a business tool

And yet the value proposition is not enough to just establish. You must regularly demonstrate. Should be aboutpredelennoj intervals to remind employees of what drew them originally. Need to disclose to them the value of self-realization, status and comfort that they are once again the soul should be included in the work, when suddenly their fervor has been dented. And the best tool for this is the external and internal corporate events. Depending on the objectives pursued by the company with respect to its employees (and improve their effectiveness) to help employers come various types and formats event'ov.

Task:

Translation of company values, EVP presentation

Implementation options:

Example: one of the leading engineering companies in Russia, declaring their Group GALVANISED core values, says about leadership, development, cooperation and openness. The company is proud of its employees, which sees the continuation of the greatest scientists of all time. Her team works ahead of time and seeks to prejudge developments in production development of advanced technology. "Big Jack" Agency was tasked within the corporate new year display these values and direction of development. As a result of joint work of born bright, unusual steampunk project "League of extraordinary scholars", which hit the alternative high-tech future. Corporate values of the company in one way or another were represented in all intellectual entertainment, Sandy Shaw, of the corporate arm of "the game" and even catering (banquet of molecular cuisine and Nitro Bar). At the end of the holiday team loaded with company logo using TESLA SHOW.

Task:

Increase loyalty and engagement

Implementation options:

ZMA (MICE)

Example: family values have always been important for all generations. However, after the burst of entrepreneurial activity in the nineties and Noughties modern business people are more inclined to believe that "being killed" at work is not included in their job descriptions. The more the company pays attention to family life, the employees are more loyal, calm, confident and, consequently, effective staff. That is why among the clients of the company "Big Jack" so prized family holidays. And some corporations prefer to spend Christmas at all corporate events in the format of classic children's Christmas trees with contests, master classes, shows and giveaways (like it was in the year 2013 "Tatneft").

Task:

Creating a comfortable atmosphere in the team (including harmonization of relations between different generations)

Implementation options:

Example: today, many large companies are facing in their walls there are several completely different generations with their values and perspectives on the world. How to make young and old timers learned to understand each other better and to work more efficiently? GAUK Moscow muzeon MOD in this aim, for example, spent new year corporate event on the theme "as a child": every generation celebrated "differently" (were presented 60-e, 70 e 80-IES and 90-ies of the year). And the company Group M, in contrast, has arranged summer picnic like those that make "Poster" with music and interactive entertainment. And the Agency "Big Jack" is also provided on a holiday Like party favorite lessons all ages and generations: Generation X were "chekinitsja" and "lajkat" youth in various social networks, and young colleagues learned the delights zapuskanija kites.

Task:

Debugging of processes of interaction of branches and divisions

Implementation options:

anniversary of the company
  • Adventure quest
  • Rope teambuilding
  • The visiting team building
  • Organization of business games
  • Example: "history of Riga X 5 Retail Group, which devised the agency team to the company" Big Jack ", has long been a topic of discussion around the Office. Objectives of the quest of old Riga with comic and not comic stress tasks were: development of stress participants and faith in oneself, familiarity and cohesion of staff and demonstration of the relevance of the back-office. The fact of the matter is that before traveling to Riga and many of the staff chatted only radio and through the mail. Once they have passed the difficult test, work side-by-side easier. This experience made and strategic session of the second day, more effective: participants have developed a plan to improve collaboration, because during the event to learn to listen to and hear each other.

    Task:

    Demonstration of image and status of the company

    Implementation options:

    Example: for enhance the visibility and relevance of the brand on the market to attract new partners and expand the circle of adepts, agency "Big Jack" invited the CREW to conduct a REDIS external event for 200 key industry executives and make his private-invite only ("private"). During the meeting with the "fertile" concept (as long as the name of the client company itself told) there were two blocks: "harvest" (the story of accomplishments) and "what you sow, so shall you reap" (announcement of future business activities). Before the official part of the guests waited for the unusual welcome entertainment zone: some on a green background performed simple tasks directed by (and in the evening the organizers already showed the guests finished film) and composed of(e) drew virtual graffiti with good wishes for the company.

    Task:

    Proof of the importance of each employee for the company increased efficiency at the expense of disclosing new talent staff

    Implementation options:

    Example: largest bank, faced with a crisis of relations in the team because of "stellar" disease of some departments and individuals held creative adventure quest , explanations of stories about the Vikings. Employees are divided into several teams who originally proposed be tested on speed. On the way of the team to the cherished goal-hammer of Thor-encountered a variety of obstacles: they were picked up by "Big Jack" so that every employee can express themselves. Had no chance to reach the goal, without applying the knowledge and skills of all without exception. And in the final step, the team must come together to achieve the goal. Thus, the Agency was able to demonstrate the "stars" of the Bank, that without the participation of other staff, and without abandoning competition and cohesion to achieve a common goal there can be no development and victories.

    Task:

    To prepare a team for a new phase of life companies

    Implementation options:

    Example: in 2011 before the heads of the "Alphabet of taste" had a task to prepare the team, spurring and challenges next year. Its customer and relayed it to the event-agency, which was to hold a corporate event, allowing you to see colleagues from the other side, talents, show that the team is ready for where the great challenges than accustomed to think. Command to accomplish this "Big Jack" rented the whole island, where established there an abandoned shelter for pirates. The three-day parties this unusual team building lived in primitive conditions (to the Mainland was 80 km open water)settled in life, hunted themselves (there was no food on the island, except for specially imported game which had to dig), finding clues in different parts of the island. Only through the joint efforts of the participants were able to understand what you need to do to save, build a real raft swim 3 km to Lighthouse, repair it and call paramedics.

    The benefits are obvious

    Of course, the event can haunt and a few different purposes. And the examples above in this sense too revealing: the same corporate event "League of extraordinary scientists not only revealed the company's values, but also fostered closer communication between older and younger generations of employees, and during the" Riga holidays been achieved and related objective of harmonizing relations within the team (in progress quest was born a lot of jokes, "chips" and other common and understandable only to their content, which can then be used within the company as combining the beginning).

    While the head of the company must be aware that the result and effectiveness activities completely can be counted. Today's event-agency learned to digitize even emotions. In doing so, they help a variety of questionnaires, allowing to calculate the index, for example,
    the involvement of employees (EEI), loyalty (NPS) index, the index of employer attractiveness (EAI) before and after the event. Significant changes in these indicators and will be a clear demonstration that the teambuilding, holidays or business activities were justified investment in personnel efficiency.

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