People Engagement
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Create a Culture of Employee Engagement in 2013-infographic | ...» Talented HR | Talented HR

Create a Culture of Employee Engagement in 2013-infographic | ...» Talented HR | Talented HR | People Engagement | Scoop.it
NBRI’s latest infographic breaks down the anatomy of an engaged employee and re-emphasizes the importance of creating a culture of long-lasting employee
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The Most Misunderstood Aspect Of Great Leadership - Forbes

The Most Misunderstood Aspect Of Great Leadership - Forbes | People Engagement | Scoop.it
I was recently asked what I consider to be the most misunderstood aspect of great leadership; in other words, what makes great leadership great? What immediately came to mind is not only misunderstood, but it also happens to be the most often overlooked element of leadership, and the one which also affords leaders the greatest opportunity for personal, professional, and enterprise growth. If you want to become a better leader in 2013, I suggest you become comfortable with a leadership practice few are – surrender.

Surrender – not for the faint of heart
You’ll rarely encounter the words leadership and surrender used together in complementary fashion. Society has labeled surrender as a sign of leadership weakness, when in fact, it can be among the greatest of leadership strengths. Let me be clear, I’m not encouraging giving in or giving up – I am suggesting you learn the ever so subtle art of letting go.

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What Is Your Perfect Engagement Score?

What Is Your Perfect Engagement Score? | People Engagement | Scoop.it

Employee Engagement is the new black.  You can’t swing a disgruntled worker without hitting another report citing percentages of employees who are disengaged, disconnected, actively negative, passively waiting, engaged, enchanted, empowered and feeling the luv. 

Engagement is IT baby – get busy engaging or get busy dying.

My Engagement BeliefsI believe in engagement.  I believe there are multiple paths to engagement.  I believe that employees are happier, more productive and more likely to help the corporation when they are engaged. I believe that employees need to find meaning in their work, be validated (a better word than recognized me thinks), be informed, be paid, have a personal alignment with the mission/values of the organization.I believe employees have a role in their engagement and they need to give as much as they get. I believe employers and employees also live in a codependent world allowing both to get away with murder and then playing the blame game.I believe that for every drop a rain that falls another engagement score is born.

I think most of us can get on board with those beliefs.  But beliefs only go so far.

What I want to know is this:....

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HR Practices to Boost Employee Engagement

HR Practices to Boost Employee Engagement | People Engagement | Scoop.it

Employee engagement is promoted by a myriad of consultants, books and articles, but does it really produce a tangible return on investment? With multiple business priorities, why should leaders focus on increasing employee engagement? Simply put, it is because higher engagement leads to better job performance.

In fact, the evidence is clear: employees who are engaged in their work and committed to their organizations give companies crucial competitive advantages, including higher productivity and lower employee turnover. In tough economic times, maximizing the productivity of your workforce is more important than ever. And HR is uniquely positioned to lead the way by implementing a strategy to increase employee engagement.

1. Job and task design. Provide enriched work—jobs with high meaningfulness, variety and autonomy to build trust and worker engagement. Both job enlargement (broadening the scope of an employee’s tasks) and job enrichment (providing more complex, enriching tasks) are important to motivating employees and keeping them engaged.

Jobs that have variety, significance, autonomy and performance feedback will promote internal motivation, personal responsibility and job satisfaction—all of which increase employee willingness to pursue both prescribed and voluntary work. Researchers have also identified social traits of work that help motivate employees. These include feedback from others, interdependence and willingness to get good feedback and support from co-workers.

2. Recruiting. Whenever possible, recruit current employees for new, more desirable jobs, rather than going outside the organization. By drawing on available workers who are already loyal to the firm and understand its mission, a good fit is more likely, thus enhancing employee engagement.

For example, the Randstad Engagement Index found that 61 percent of employees expect to grow their careers with their current employers and just over one-third plan to seek a new position within their current company. Clearly, if opportunities for advancement exist, many employees would prefer to remain with their current organizations. When it is necessary to recruit outside candidates, promote features of the job that are likely to spark engagement and commitment quickly. For example, if candidates have family obligations, highlighting the firm’s family health benefits, on-site daycare or flexible work policies could cement a strong commitment from applicants.

3. Employee selection. During the selection process, present some tough hurdles that candidates will have to surmount as employees. This will give them a sense of accomplishment even before they are hired. Look for candidates who will not only perform their duties well, but will also be willing to “go the extra mile” and perform voluntary tasks.

4. Training and development. Offer professional development opportunities for your employees. Consider leveraging digital technology and online training to reduce travel expenses and provide more flexible training schedules.

Offering good training is among the best ways to ensure employee productivity and dedication. Employees who enhance their skills through training are more likely to engage fully in their work because they derive satisfaction as they master new tasks and increase future employability. Investing in employees’ careers through training, professional development or continuing education was ranked by employees as the fourth most effective engagement tool. Plus, increasing engagement through training also decreases turnover.

5. Compensation. Provide competitive total rewards commensurate with employee contributions. Ensure the design of your compensation plan—including pay, benefits and nonfinancial perks—reinforces the organization’s strategic objectives (innovation, teamwork, etc.)

Pay and benefits that are perceived as fair and competitive will motivate employees to be more committed because the organization is signaling its own commitment to them. Options for supporting specific objectives include incentive pay to reward outstanding individual or team performance, competency-based or skill-based pay to encourage continuing education and development of skills, and flexible benefits and retirement plans to promote work/life balance and long-term commitment to the organization.

6. Performance management. Link job objectives to the organization’s objectives and priorities and include employees in the goal-setting process, because their commitment increases if they help define the goals. Don’t neglect positive feedback, including praise for voluntary work. Find ways to recognize contributions that exceed expectations. Being compensated for a job well done fosters high engagement, particularly for high performers. Offering promotions or bonuses to high performing employees was ranked by workers as the most effective engagement tool. In the same survey, more than half of employees (54 percent) ranked “feeling their efforts are recognized and valued” as one of the most important factors affecting their attitude toward their job.

To assist employees, managers should provide ongoing feedback rather than waiting for the annual review. Providing specific, constructive feedback will help employees understand how to be successful in the organization and let them know that their contributions are valued.

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50 Definitions and Views On Engagement

50 Definitions and Views On Engagement | People Engagement | Scoop.it
50 Shades of Engagement From the SocialWorkplace With the evolution and growing attention to employee engagement one thing has become very clear. Employee engagement comes in many shades, different...
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Leadership Training: What Would Come First?

Leadership Training: What Would Come First? | People Engagement | Scoop.it
Leadership Training You’ve been given the green light to bring forward a Leadership Training program into your organisation. Great news. So what is that you would do? Most likely do some rese...
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INFOGRAPHIC: What Country Has the Happiest Employees?

INFOGRAPHIC: What Country Has the Happiest Employees? | People Engagement | Scoop.it
The latest infographic from our friends at Zendesk takes a look at which countries have the happiest employees, and which ones don’t.

Via Ioannis Nikolaou
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Employee Engagement: The Aon Report | ...» Talented HR

Employee Engagement: The Aon Report | ...» Talented HR | People Engagement | Scoop.it
Globally, 58% of employees were engaged in 2011, up from 56% in 2010, according to a report released June 4, 2012, by Aon Hewitt, a global HR consultancy.
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9 Simple Ideas for Employee Engagement | Jostle Corporation

9 Simple Ideas for Employee Engagement | Jostle Corporation | People Engagement | Scoop.it
By Tanmay Voray My last post emphasized on balancing processes and practices with emotion when leading projects. HR folks know this as “employee engagement”. In simplest terms, people have a choice to do a great job or a mediocre one.
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The Most Misunderstood Aspect Of Great Leadership - Forbes

The Most Misunderstood Aspect Of Great Leadership - Forbes | People Engagement | Scoop.it
I was recently asked what I consider to be the most misunderstood aspect of great leadership; in other words, what makes great leadership great?
John @TalentedHR's insight:

Insightful

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What is employee engagement, anyway? - Ceridian

What is employee engagement, anyway? - Ceridian | People Engagement | Scoop.it

Why should you care about employee engagement? Not only does it lead to reduced turnover and a better working environment; it can impact your company's bottom line, as well. For more information, read the interview with Ceridian's Chief HR Officer, Sara Hill.


Via Jean-Philippe D'HALLUIN, John @TalentedHR
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Social Media & HR

Social Media & HR | People Engagement | Scoop.it
Social Media Platforms: LinkedIn: Most popular professional social network site, although Facebook is starting to edge into the recruitment and business territory… Use LinkedIn to connect to profes...
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Free Management Library

Free Management Library | People Engagement | Scoop.it
This from Management Help Free Management Library  Similar PostsThe Engagement Secret Of Great Leaders – Forbes Leadership Matters: Peter Baines Power Distance Index & Org Structure Lead...
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Talent tensions ahead

Talent tensions ahead | People Engagement | Scoop.it

Looming imbalances in global labor pools could make it harder for some companies to find enough skilled workers and for some less-skilled workers to find jobs.


Via Kenneth Mikkelsen, HR Trend Institute
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Defining Employee Engagement | ...» Talented HR

Defining Employee Engagement | ...» Talented HR | People Engagement | Scoop.it
Former Campbell’s Soup CEO, Doug Conant, once said, “To win in the marketplace you must first win in the workplace.” This is a pretty good start.
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Hiring Engaged Employees | ...» Talented HR

Hiring Engaged Employees | ...» Talented HR | People Engagement | Scoop.it
How to Hire Engaged Employees According to a Kapta System’s latest Employee Engagement analysis, it’s estimated that US businesses lose an average of $300...
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