Thank Different. Employee engagement is a key element to any successful business. In today’s knowledge economy, your most valuable assets are your people. All organizations need to have a strategy to engage & align their team to achieve their business goals. In a highly competitive world - the ability to retain, attract & engage your staff can be the difference between success & failure. Kudos is a corporate social network with a peer-to-peer recognition system designed to engage your teams with enhanced communication, collaboration, appreciation & recognition.
Press Herald Workplace extras pay off in staff loyalty Press Herald To keep employees happy, the Charlotte, N.C., law firm Johnston, Allison & Hord throws catered staff-appreciation parties six times a year on the firm's second-floor balcony.
It does not take much to win their hearts and minds. Showing respect and that you value your team is even a better perk.
And when it comes to engagement, it's critical to think about this paradigm shift. For example, whose job is employee engagement? Often in response to this question I hear, “HR owns engagement” or “our focus is on front-line ...
How do you measure engagement? I’m asked that question often, from both employee engagement skeptics looking to frame the effort as voodoo, and from true believers who know engagement when they see it, but still want to know how to quantify it.
Why do so many organizations get engagement wrong? (#Employee #Engagement Does More than Boost #Productivity | @scoopit http://t.co/CrSbyhKFt8)
Good artcile on the issues and simple solution. Define your purpose, highlight how each person in their role contributes to that purpose and last but not least recognize the behaviours that contribute to that purpose.
What most companies need is better commuciation and focus and a better way to recognize the right things their team is doing. Keep it simple and measure engagement & commitment to the organization such as a net promoter score to have a bell weather on overall engagement / commitement.
Indivudal performance can and should be handled in a more indepth performance review process. But win their hearts and minds first through a purpose and a culture of apprecation and recognition.
Numerous business publications over the past week covered Gallup’s 2013 study of employee engagement and its findings showing that “seven out of 10 workers in the U.S. have ‘checked out’ at work.” The report found that certain age groups and...
Their is a huge issue with people idling at work. That is where the whole employee enagegment started. You know poeple are checked out giving 60% efforst when they could easliy ramp up to 70% or higher with a little nudge. Having disucssion is imprtnat and setting expectation but you need to re enegage them and exicte them or just simply show apprecation for the behaviours you want. The funny thing is if you recogninze the behaviours youe want you will get more of them. Now imagien your work team being more committed and increase their efforts by a measly 10%. That is huge.