A journey to award‐winning employee engagement

Abstract

PurposeThis paper aims to describe how the introduction of an innovative approach to employee engagement – including a new performance‐management process with performance‐related pay, an employee‐engagement group and its approach to continuous communication – helped Rainbow Trust Children's Charity to become a Sunday Times Top 100 Not‐For‐Profit organization in the first year it applied.Design/methodology/approachThe paper explains the reason for embarking on the journey and the various initiatives and processes employed. It highlights how continuous improvement and an ambition to become a high‐performing organization are driving positive results.FindingsThe paper details how the new initiatives have resulted in a marked increase in understanding of the business priorities/purpose and a greater sense of trust in managers, colleagues and the organization as a whole.Practical implicationsThe paper shows that working together as one team has focused performance and created a more open and rewarding work environment. The positive changes helped the charity to achieve 52nd place in the Sunday Times annual list as one of the 100 best not‐for‐profit organizations to work for in the UK in 2012. In addition, the charity achieved a one‐star rating from Best Companies – a Michelin‐style elite accreditation system which recognizes organizations by star status. The one‐star rating acknowledges Rainbow as a first‐class organization for workplace engagement.Social implicationsThe paper highlights how working together with a clear sense of purpose creates a more productive workforce, reinforcing the idea that employees who feel engaged and heard are more likely to go the extra mile.Originality/valueThe paper describes an effective leadership approach designed to help geographically isolated teams to work together as one organization. It emphasizes the importance of running a charity in the same way as any business.