EXPLORING EMPLOYEE ENGAGEMENT: FROM GLOBAL TRENDS TO GHANAIAN PERSPECTIVES

Employee engagement refers to the emotional commitment and active involvement of employees in their work, where they feel a sense of dedication, enthusiasm, and connection to their organization’s goals and values. It is a crucial aspect of a thriving workplace, impacting productivity, job satisfaction, overall positive contribution to the workplace, and organizational success. Let’s explore how some global and local companies have embraced employee engagement and learn from their examples.

 

Global Insights: Learning from Successful Companies

1. Google’s Innovative Approach

Google is renowned for its innovative and engaging work environment. The company encourages a culture of creativity through initiatives like “20% time,” allowing employees to dedicate a portion of their workweek to personal projects. This autonomy fosters a sense of ownership and passion, driving employee engagement.

2. Salesforce’s Commitment to Philanthropy

Salesforce places a strong emphasis on corporate social responsibility. Their 1-1-1 model donates 1% of product, 1% of equity, and 1% of employees’ time to philanthropic endeavours. This commitment not only positively impacts communities but also creates a sense of purpose among employees.

 

3. Microsoft’s “Hackathon” Tradition

Microsoft’s global “Hackathon” is an exemplary team-building initiative that transcends borders. During this annual event, employees from around the world collaborate on innovative projects, fostering creativity and cross-functional teamwork. The Hackathon encourages a culture of experimentation, where diverse talents converge to solve challenges and bring fresh ideas to the forefront. This global tradition not only enhances collaboration but also exemplifies the power of inclusive, boundary-breaking initiatives to strengthen employee engagement on a global scale.

 

Ghanaian Perspectives: Navigating Cultural Dynamics

1. Ecobank’s Employee Well-Being Initiatives

In Ghana, Ecobank has arguably emerged as a trailblazer in prioritizing employee well-being through comprehensive initiatives that extend beyond the traditional scope of workplace programmes. By implementing holistic well-being initiatives, Ecobank Ghana addresses not only the physical health but also the mental resilience and financial literacy of its workforce. The company organizes wellness programmes encompassing fitness activities, mental health support, and financial education, fostering a work environment where employees are encouraged to prioritize their overall health. Recognizing that employee well-being is a cornerstone of productivity and job satisfaction, Ecobank’s initiatives contribute not only to the physical and mental wellness of its workforce but also to the creation of a supportive and inclusive workplace culture that sets a standard for well-being in the Ghanaian corporate landscape. It is no wonder that Ecobank won the Best Place to Work in Africa 2022 Award.

 

2. MTN Ghana’s Inclusive Decision-Making

MTN Ghana has successfully embraced inclusivity in decision-making processes. By involving employees in key decisions, they have created a culture of collaboration and transparency which includes actively involving employees across hierarchies and departments, through fora like town hall meetings and workshops. This not only enhances engagement but also empowers employees to contribute meaningfully to the company’s growth. It also cultivates a collaborative and innovative culture instilling a sense of ownership among employees, positioning MTN Ghana as a trailblazer in fostering employee engagement through inclusive decision-making in the Ghanaian business landscape.

 

3. Royal Crown Packaging Company Limited’s “Innovation Challenge”

Royal Crown Packaging Company Limited, a Ghanaian packaging, hosts an annual “Innovation Challenge” to promote teamwork and creativity among tertiary institutions. This plays a pivotal role in fostering employee engagement by creating an environment that encourages creativity, collaboration, and a sense of ownership. By extending the challenge to tertiary institutions, the company not only taps into fresh perspectives from students but also involves its own employees in mentoring and guiding the participants. This collaborative effort sparks a dynamic exchange of ideas, promoting teamwork among both the company’s workforce and the students. Employees actively engage in sharing their expertise, contributing to the development of innovative solutions and mentoring the next generation of talent. Additionally, the challenge instils a sense of pride and achievement among employees as they witness the positive impact of their guidance on the students’ projects. This shared experience fosters a culture of continuous learning, teamwork, and creative problem-solving, ultimately enhancing overall employee engagement within Royal Crown Packaging Company Limited.

Top Ten Employee Engagement Strategies in Ghana

The evolution of employee engagement in Ghana has been marked by a transformative journey from traditional workplace structures to a dynamic, inclusive, and employee-centric paradigm. In the early stages, hierarchical structures dominated most organisations, emphasizing top-down communication and limited employee involvement. However, over the years, a good number of organizations in Ghana have recognized the critical role of engagement in driving productivity and fostering a positive work culture. The shift towards inclusive decision-making, holistic wellness programmes, and continuous learning opportunities reflects a growing awareness of the importance of aligning organizational goals with the well-being and aspirations of the workforce. Though we still have a long way to go, today, employee engagement in Ghana is not merely a strategy but a cultural ethos, emphasizing transparency, collaboration, and a shared sense of purpose, ultimately propelling both individual and organizational success.

Here are the top ten employee engagement strategies common in Ghana that we can adopt or adapt:

1. Wellness Programmes: Implementing initiatives that focus on employees’ physical health, mental well-being, and financial literacy. This may include offering fitness classes, mental health resources, and financial workshops. Implementing wellness programmes within the organisation helps to improve employee health, reduce absenteeism, enhance overall well-being, and boost productivity.

 

2. Inclusive Decision-Making: Involving employees in key decision-making processes and seeking their input and feedback on matters that impact them directly is a good employee engagement strategy. This engenders a sense of ownership, increases transparency, enhances collaboration, and leads to more effective decision outcomes.

 

3. Training and Development: Providing opportunities for professional growth and development that align with employees’ career aspirations. This involves providing ongoing training opportunities and development programmes to enhance employees’ skills and competencies. This increases employee expertise, boosts their job satisfaction, strengthens the talent pool, and improves organizational efficiency.
4. Recognition and Rewards: Acknowledging and rewarding employees for their efforts, whether through formal recognition programmes or regular expressions of gratitude and appreciation for their contributions. When done correctly, this will boost employees’ morale, increase their motivation, enhance job satisfaction, and promote a positive work culture.

 

5. Communication Channels: Establishing regular and open communication channels to keep employees informed about company goals, achievements, and challenges. This may include town hall meetings, staff durbars, newsletters, and digital platforms. This can help build trust, keep employees informed, foster a sense of belonging, and align everyone with organizational goals.

 

6. Flexibility and Autonomy: Offering flexible work arrangements and promoting autonomy to empower employees in their roles. This improves work-life balance, increases job satisfaction, boosts morale, and attracts and retains top talent.

 

7. Career Path Planning: Assisting employees in mapping out their career paths within the organization and demonstrating a commitment to their long-term success. This may involve formal mentorship and coaching programmes, career counselling, and development plans. This has been proven to increase employee engagement, demonstrate commitment to their growth, enhance employee retention, and strengthen succession planning.

 

8. Philanthropic Initiatives: Incorporating corporate social responsibility efforts, such as community involvement and charitable activities, to instil a sense of purpose. In doing so, it pays to align social responsibility efforts with employees’ values. This enhances the company’s reputation, instils a sense of purpose among employees, improves community relations, and attracts socially conscious talent.
9. Employee Feedback Systems: Implementing systems for gathering and acting upon employee feedback, demonstrating a commitment to continuous improvement. Implement regular feedback mechanisms, such as surveys and suggestion boxes, and take actionable steps based on the input received. Doing this demonstrates a commitment to continuous improvement, enhances employee satisfaction, identifies areas for growth, and strengthens communication.
10. Team Building Activities: Organizing team-building events and activities to strengthen camaraderie and foster a positive work culture. This may include health walks, sports tournaments, fun games, happy hours, kenkey or waakye parties, etc. Team building activities improve collaboration, foster a positive work culture, enhance communication, and boost team morale.

By integrating these strategies, organisations in Ghana can create a workplace environment that not only meets the unique needs of their employees but also contributes to long-term success, increased productivity, and a positive organizational culture.

Which of these engagement strategies have you used in your organisation? How have they benefited your organisation? Which other strategies have you used that have worked well for your organisation? Please share your stories with me here. Which of them do you wish to try out? Please, leave your comments here.

 

Author: Patricia Abena Kissi (HR Consultant, Author, and CEO, SEDAT Consult Ltd)

This article is powered by SEDAT Consult Ltd. SEDAT Consult provides HR solutions in the areas of recruitment and talent acquisition, staff and HR outsourcing, HR consulting, training and development, salary benchmarking, compensation and benefits management, job analysis and evaluation, performance management, and general HR advisory. Visit our website: www.sedatconsultlimited.com for more information or call +233 (0) 24 462 9245 and let’s discuss how we can meet your HR needs.