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This basic framework is a great resource to help you get to know your employees (or future employees) better. Use it to find out what drives them as individu...
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Business owners everywhere face multiple challenges, not the least of which is increasing the engagement levels of employees, in order to facilitate greater productivity and ultimately profitability.
One way in which business owners can increase the engagement of their employees, is to look closely at how successful franchise groups help their franchisees to remain engaged with the franchisor's offering, and ensure that their staff are also engaged with the relevant brand.
This excellent article written by the leader of a franchise group, stresses that in any change process it is important to remember and value your employees in all of the changes you make, and it outlines 14 ways his group is approaching the employee engagement challenge in the coming 12 months.
Just as leadership style can be redefined and perfected, so can -- and should -- a company's culture. As president of a franchisee system, I know it's important to constantly innovate and improve to keep all team members on board, and here are the tips I'm applying to make 2014 a banner year.
We learned early on that our growth and success depended on our employees: how hard they worked, the ideas they had, how committed they were when times got tough, the types of relationships they formed with customers, and so much more. Keeping our employees inspired and happy, and honestly acknowledging how much we appreciated their loyalty and efforts, were some of our top priorities as business owners.
11 wasy that we can make an impact at work, no matter where we are in the organization.
Senior managers often say that it is their people who matter most; then demonstrate the opposite by their behaviour! So here are some helpful tips to make sure you are really engaging your people where it matters!
Remember ... work is the thing you do, it is not the place you go to!
To achieve the highest level of CRM, not only does customers have to get involved, every employee in organisation should also have the awareness of ownership.
Why waste the incredibe abilities talents and insights that humans have? Because they can be difficult to manage?
From the article:
“Employees can be highly engaged with their job, and not their employer,” Right Management senior consultant, Colin Couzin-Wood, told the audience at a breakfast meeting in Melbourne this morning. “That means they are looking for the next opportunity and it is very likely to be outside your organisation.”
Engaged workforces are valuable, the survey finds. Workplaces that score high on employee engagement have 44% higher retention, and are 33% more profitable, 56% higher in customer loyalty and 50% more productive.
I totally agree
....and so many businesses don't see it this way.
I recently read an article that was describing corporate culture as lunch provided everyday & free beer on Friday. If you take away those superficial connections for an employee - which are merely non cash components of a compensation plan and not a long term contributor to organizational culture - an engaged employee will remain committed to excelling in their role and for the organization.
An unengaged employee will be more impacted by that removal, resulting in connecting with that employee becoming even harder to achieve.
Engagement is multi-layered and more complex than being provided a sandwich so that I can continue to work through what should be a period of refreshment called lunchtime.
Most small businesses that employ staff, find that the level of motivation in individuals can vary remarkably, and even for individuals their motivation levels can rise or fall dramatically over time.
Sometimes it is hard for business owners to understand what motivates or demotivates their employees, and given the complex science behind motivational theory, it is not surprising that articles on the subject can be very weighty and at times incomprehensible.
This excellent article, suggests that trust is the key factor in determining staff motivation, and it provides a simple infographic that very neatly sums up the whole subject to allow a better understanding of the basics of employee motivation.
Trust is certainly part of it...what else?
Guess trust is more important than ever.
Look at # 1 - hiring for attitude, sound familiar. It's nice to see more and more science that backs up what should be intuitive to us. Attitude matters.
"Concentrating on employee engagement can help companies withstand, and possibly even thrive, in tough economic times. Gallup researchers in 2012 studied the differences in performance between engaged and actively disengaged work units and found that those scoring in the top half on employee engagement nearly doubled their odds of success compared with those in the bottom half."
Sem tesão, não há solução, dizia Roberto Freire. Mas "engajamento" é construído de fora para dentro???
Create a connected culture and make personal connections.
Seven steps that leaders can take to strengthen connection in the workplace