Employee engagement is largely about social connections happening in organizations and aligning work experiences with employees’ cultural needs.
Excerpts from the full article include:
- Senior leaders must give supervisors (not HR to lead) the responsibility and authority to earn the enthusiasm, energy, and creativity that signal deep employee engagement.
- Supervisors learn how to hold candid dialogues with teams.
What matters most, however, is not the metrics but the resulting dialogue.
- They also do regular “pulse checks.” Short, frequent, and anonymous online surveys (as opposed to a long annual survey) give supervisors a better understanding of team dynamics and a sense of how the team believes customers’ experiences can be improved. What matters most, however, is not the metrics but the resulting dialogue.
- Teams rally ‘round the customer. Companies that regularly earn high employee engagement tap that knowledge by asking employees how the company can earn more of their customers’ business and build the ranks of customer promoters.
Related talent, culture & performance posts by Deb:
Article from 2014, including Gallup reference.