Why don't efforts at employye engagement work? Because, like this artcle demonstrates, we over complicate things. "Teaching" your employees how to be engaged is not the answer. Don't believe me? Ask your kids, (it doesn't matter how old they are) to write down all the things you do that make you a great parent. Then say, "See, I told you I was a great parent."
Engagement is not about teaching people to appreciate you and reminding them it is their "obligation" to tell you if they are not satisfied.
It's about doing meaningful work and ony recruitung people that belive in your cause. It's focusing on desired outcomes, not skills, prior work experience or degrees.
Do you want your employees to be engaging? Really?
I love this insight. Understanding the different types of factors makes it easier to understand that this is an entire organizational challenge. Engagement factors into every aspect of the workplace. That is why it is so complicated.
I am not surprised at all that one of the main factors of engagement is missing from this list. I say that because it is seemingly missing from every list on engagement.
Engagement comes from meaningful work and what gives work most meaning is the beneficiary of the work you do. Of course, connections with colleagues and leadership are important. But when it comes to meaningful work, nothing is more important than the relationship, or connection to the client or customer.
If we don't care about the success of our client, it is impossible to make the work we do meaningful, regardless of how engaged we want to be.
It's the secret to high-performing teams -- and strong marriages.
Synopsis: Recognition is complicated. It's not about keeping score. Rather it's about creating a culture that produces results, As the article points out, criticism is an important part of leadership, as is praise. Both need to be authentic, sincere and productive.
When we keep score, we fall into the trap of patronizing our employees, which in many cases is worse than criticism.
I ask you,what's worse, deserved criticism, or patronizing praise?
Research on leadership and management has focused on best practices – what makes a leader exemplary. Unfortunately, many of us work for bosses who fall far short of the “leader” label. In fact, it has been suggested by psychologists Robert Hogan and Robert Kaiser that the majority of bosses are incompetent, primarily due to poor selection practices – the wrong people get to be bosses.
The key to being "Highly Promotable" is to stay focused on today's work and not tomorow's outcome. If you want a promotion stop working "for the promotion" and praise. Instead start working for the sake of good work, and produce outcomes today that show evidence of movement toward the person you are trying to become.
If you want to improve employee engagement, boost employee morale, and maximize employee productivity, you cannot simply do the “right things.” It’s not enough to model best practices … (RT @EmplyEngagement: 10 #Employee Engagement-Destroying Perceptions...
Corporate creativity guru Erik Wahl offers three unconventional tactics to boost employee engagement.
Creativity and Productivity are like distant cousins. Yes they are related, but ralrely are they seen in the same room at the same time. Creativity often looks like lazy, disinterested and disengaged when in truth, creative thinking is the most engaged you can be outside of one-on-one client contact.
Goofing off brings these long lost relatives together for more meaningful results.
“We found that brainteasers are a complete waste of time. How many golf balls can you fit into an airplane? How many gas stations in Manhattan? A complete waste of time. They don’t
Are you brave enough to follow Google? We are bound to hiring criteria that have little or no correlation to job success. Google has stopped asking for G.P.A results and has eliminated the "brain-teaser" questions.
An essential element of hiring top performers is recognizing your top performers are different from anyone else's top performers. When you embrace that you empower your people to perform to levels beyond even their own expectations.
More than a third of companies are so dysfunctional, the best people don’t really care about what they’re doing and the worst people don’t know that they are doing a lousy job.
In an effort to become more effecient, too many corporations are looking for shortcuts to profitability. With all the data suggesting the positive effect Engagement has on profits, too many companies are taking their eye of profitability to focus on engagement with the hopes of achieving the former. As this article shows, engagement is useless when people are engaged in the wrong activities.
Perks that make your employees happy don't have to cost an arm and a leg--really.
Choose strategically. Do your best to connect the perks you choose to the brand identity of your company and the values you want to model. The more consistent you are in your messsaging, the better outcomes you can expect.