In a mere 0.47 seconds, Google returns about 20,200,000 results when searching the term ‘employee engagement.’ Obviously, it’s a hot topic. And, it should be.
Employee engagement is the willingness of employees to apply their “discretionary effort” toward their work. Elevated levels of employee engagement are positively correlated with better business results. Therefore, the higher level of engagement, the better the chances of meeting or exceeding company goals and operating results.
The topic of engagement has gathered so much momentum in the past few years that most HR leaders have moved away from the employee satisfaction surveys of the past, in favor of newer, more relevant employee engagement surveys. This makes perfect sense. Research continues to show not just the value of engaged employees, but also the danger of disengaged employees. The Gallup Organization’s research suggests that actively disengaged workers spread discord among colleagues and customers and thwart organizational performance.
When I started writing my book on leadership, The Virgin Way, I openly admitted that I’ve never read a leadership advice book. However, I have picked up some useful leadership tips from some brilliant minds along the way. Here are 10 of my favourite quotes on how to be a great leader.
Want ideas for improving employee engagement? Look no further than your employees. Conducting employee focus groups is a great way to harness the collective intelligence of your employees and truly make an impact after your employee survey.
Leaders already know that keeping their teams motivated, engaged and driven to succeed is a demanding task in itself. But in today’s world it’s even harder, because leaders have to keep their people engaged while responding to huge, disruptive changes in how we work and what we care about in the workplace. It’s a big challenge, but the first step to overcoming it is knowing what the changes are. In Hay Group’s new book, Leadership 2030, we’ve identified six “megatrends” that are transforming societies and the global business environment as we know it.
David Niu knows what it feels like to lose your passion for a job. In 2005, he and Andy Liu raised $10 million to start BuddyTV, but he says that eventually, "I began to feel burnt out. I couldn’t understand why. BuddyTV operated in a fun and dynamic space. It [...]
Si vous croisez un chirurgien ou un réanimateur après une nuit de garde, vous serez impressionné par la petite flamme de fierté qu’il a dans les yeux. Il trouve à juste titre qu’il n’est pas assez bien payé et mal considéré pour ce qu’il fait, mais il sait pourquoi il a veillé toute la nuit. Il a répondu à des urgences, des douleurs ou des malaises physiques ou moraux. Cette certitude d’accomplir une œuvre utile le protégera longtemps des frustrations et contraintes de son métier.
Low employee engagement costs $350 billion/yr in the US alone -- but despite a decade of efforts, engagement levels remain about the same. Why? Most engagement strategies are "emotionally un-intelligent" and so they actually undermine motivation...
The infographic that we put together has some pretty shocking statistics in it, but there are a few common themes. Employees feel overworked, overwhelmed, and they don’t like what they do. Companies are noticing it, with 75% of them saying they can’t attract the right talent, and 83% of them feeling that their employer brand isn’t compelling. Companies that want to fix this need to be smart, and patient. This doesn’t happen overnight, but like I mentioned, it’s easy to do. Being patient might be the hardest thing for companies, and I understand how frustrating it can be not to see results right away, but it’s important that you invest in this, because the ROI of employee engagement is huge.
Here are 4 simple (and free) things you can do to get that passion back into employees. These are all based on research from Deloitte.
“How can we have the highest profitability in five years and still have gaps in employee engagement?” asks an executive at a large industrial products company. The reality is that the two don’t necessarily go together.
In his new book, 'Strategic Internal Communication', author David Cowan captures why creating dialogue pays dividends in the networked era.
"Dialogue does not need to be constrained to a single issue or strategy; it can feed into the bigger picture," - so argues David Cowan in his new book.What I liked of 'Strategic Internal Communication', is the emphasis Cowan puts on connections, interactions and relationships to build new knowledge and understanding inside the organisation. The process is not easy and "we have to be prepared for difficult conversations." However, when constructive dialogue is created, the result is a more engaged and productive workforce.
Via Gloria Lombardi, steve batchelder, David Hain