Motivación laboral: ¡65 ideas para motivar a empleados! La motivación laboral es el motor de una empresa… ¿Lo sabías?
¿Cómo estás de comprometido con tu empresa? “Menos del 50% de los empleados están realmente comprometidos con su empresa”, así empieza el artículo publicado en Equipos y Talento sobre el informe presentado por Meta4 y tatum “Barómetro del Compromiso en España”, y es que según este informe la gestión del compromiso se sitúa solo en 64 puntos de 100, lo que hace que este aspecto se haya convertido en unas de las principales preocupaciones para muchas empresas y departamentos de rrhh, por lo tanto ¿qué estamos haciendo?
Conclusiones y retos para la gestión del compromiso. Tras un periodo de dificultades, las plantillas están muy desgastadas y las organizaciones que necesitan ser más competitivas deben recuperar el compromiso e ilusión de sus empleados, generándoles experiencias que fortalezcan sus vínculos.
Job Embeddedness - Team Management Training From Mindtools.com. Reducing Staff Turnover © VeerBombovn What are the reasons why your people stay?
Stop for a minute, and think about why you stay in your job. You may be respected, or have good friends in the workplace. Perhaps you have a short commute, or your organization has good benefits. There can be many positive factors that anchor you in your job, and the happier you feel about your work, the less likely you are to look for a position elsewhere. "Job embeddedness" brings together all of these factors, and determines how committed people are to their jobs. Dimensiones, categorías y elementos de la gestión del compromiso. 4331f1c0-2229-4a1b-9f4f-9b40c7b3977b-original.jpeg (JPEG Image, 2185 × 1644 pixels) - Scaled (46%) The Three Habits of Highly Effective Demotivators. Jake, a young marketing whiz, thought he’d found his perfect match in a well-funded technology startup in the academic sector.
(It’s a real company, but I’ve changed all names.) For the first few months, Jake was in heaven: smart colleagues, plenty of autonomy, an open field of savvy customers looking for solutions in a hot sector, behind-the-curve competitors, and a terrific product he could sell with his heart. The only problem was Lawrence, the startup’s CEO. Lawrence was brilliant, no doubt about it, and great when it came to dazzling the venture crowd. NOTICIAS RRHH. Img.en25.com/Web/AchieveGlobalInc/CoachingRedefined_infograph. Key insights from Gallup employee engagement report. This is a few months' old but it’s a good read so thought I’d draw your attention to a few insightful tidbits.
“TO WIN CUSTOMERS — and a bigger share of the marketplace — companies must first win the hearts and minds of their employees.” Top-level: Engagement makes a quantifiable difference to the bottom lineManagers and leaders play a critical role in engagementDifferent types of workers need different engagement strategiesEngagement has a greater impact on performance than corporate policies and perksEmployees are not prepared to engage customers unless they’re engaged themselves What can companies do to improve employee engagement? The three types of employee at work: Create True Customer Loyalty: 10 Rules. Customer loyalty comes from having a strong relationship with your customers.
When they see you as a friend and ally, they're reluctant to jump ship, even if it means they can get something a little cheaper. Creating such relationships requires both the right attitude and the right behaviors, according to Jerry Acuff, author of The Relationship Edge in Business. Top 10 excuses for failing to engage with engagement. Wavebreak Media/Thinkstock Over the 25 years or so Great Place to Work® has worked with thousands of organisations across the globe we’ve heard virtually every rationale as to why they’ve not yet engaged with engagement.
Whilst we fully understand these barriers or obstacles our experience shows that they are not insurmountable; they may be hurdles but not brick walls. Engagement is all about building a culture where people have pride and trust in the organisation and are committed to working together and individually to achieving the organisation’s objectives. With the potential rewards so high – the most engaged organisations enjoying up to double annual net profits - there must be compelling reasons why some organisations have not yet taken those first steps.
10 things you didn’t know about engagement. iStock/Thinkstock Despite engagement being firmly established in HR circles and endorsed at government level, there is still no universally agreed definition.Engagement is an output – one of the key drivers is trust.Only around 1/3rd of employees say they are engaged, putting the UK 9th out of the world’s twelfth largest economies (based on GDP).HR metrics such as employee turnover, absenteeism, etc. are being increasingly sought after by investors when assessing the value of an organisation.While engagement needs ownership and commitment from the top, some of the best ideas and initiatives will come from front-line employees and teams.
It’s not what you do so much as how you do it.Disengaged staff are a by-product of poor management.The oldest staff are usually very engaged. If they’re not, there’s something wrong.If you want staff to stay engaged during change, communicate, communicate, communicate! You can’t over-communicate when you’re changing things. New Generation of Business: Connecting Employee Loyalty with Customer Loyalty. Www.hrzone.com/files/siftmedia-hrzone/hrzone-engagement-toolkit.pdf.
4 claves para tener empleados leales. 5 Ways to Get and Keep Motivated. I've posted about motivation many times, but I recently ran across this short and sweet recipe from Omar Periu, one of the world's top motivational speakers.
The toplines are adapted from my conversation with Omar, but the commentary is my own: 1. Always act with a purpose. If you don't know why you're doing something, you're making that part of your life utterly meaningless. String together enough meaningless acts in your life and your entire life will be literally pointless--without a point. Starting every action with a review of your purpose, however, puts everything you do into context. Managing in a low-engagement environment is exhausting - what can you do? This article was written by Fraser Marlow, VP of Marketing & Head of Research, Chris Rice, CEO, and Mary-Ann Masarech, Engagement Practice Lead at leadership development and engagement consultancy BlessingWhite. Picture, if you will, each employee as a spinning plate. You can see your organisation as a large space with 100, 1,000, or even 50,000 plates spinning.
Left too long without attention, they run out of energy, start spinning out of control or may come crashing to the floor. Personal development, coaching, performance management, addressing team dynamics and reinforcing objectives are all forms of plate spinning. The Top 10 Reasons People Hate Their Job. Www.ccl.org/leadership/pdf/research/2012AR.pdf. Las 12 cualidades del liderazgo que generan un clima motivador. Share news on LinkedIn. Infographic: Employee Engagement - Learn from the best in class! Employee Engagement? The New Focus Should be Employee Involvement. Employee engagement has emerged as a current buzzword, and countless companies use engagement as a way to measure the level of commitment among their workers. However, research from the Aberdeen Group shows that only 31 percent of organizations have a formal strategy for designing, implementing and measuring employee engagement.
And when companies do measure engagement, it is usually done through an annual survey, which can often give a false sense of security. Employee Loyalty Acid Test - Latest News. The percentage of employers ranking health care costs as the most important issue to senior management jumped from 54 percent in 2003 to 87 percent in 2004, according to a new MetLife study. Other benefits issues of concern for senior management include retirement savings programs (44 percent), workers’ compensation (31 percent), retiree benefits (25 percent) and long-term care (18 percent). Some of the survey’s other findings: Among companies that do not currently offer online benefits enrollment, 36 percent of employers expect to add online enrollment during the next 18 months.Employers’ most important benefits objective is controlling costs, with 55 percent citing that as the most important goal. The MetLife study was conducted during the third quarter of 2004.
A total of 1,528 human resources/benefits executives from companies with at least two employees participated in the employer survey, which was fielded in September by TNS NFO. Propuesta de indicadores para medir el Capital Humano a partir del Balance Social. Www.ejournal.unam.mx/rca/200/RCA20001.pdf. Técnicas y herramientas para la motivación laboral. Técnicas y herramientas para la motivación laboral. Motivación 3.0: qué nos impulsa a compartir. A través de los medios sociales, hemos encontrado una salida a nuestro deseo de conectar con personas con intereses similares, tener maestría en una especialidad o incluso nuevas vías para la innovación. Esta novedad no es consecuencia de la tecnología: es inherente a nuestra naturaleza humana y, para sacar su mejor provecho, hemos de conocernos primero.
“Felicidad laboral”: cinco claves psicológicas que potencian la motivación. Hay principios de actuación, principios psicológicos básicos, que nos pueden ayudar a obtener más motivación, y por qué no, la felicidad de las personas, veamos alguno de ellos. Five Ways to Retain Employees Forever - David K. Williams and Mary Michelle Scott. By David K. Williams and Mary Michelle Scott | 1:00 PM November 12, 2012 In a recent blog post, we cited some alarming numbers: 40% of workers are planning to look for a new job within the next six months, and 69% say they’re already passively looking. As employers, those figures are frightening. We’re careful to hire only the best workers, and once we have them, we want to keep them. We’ve previously argued why employees benefit by staying with the same company for at least 10 years.
Clearly, for employees to safely make a long-term commitment to an organization, the employer will need to give them good reason to stay. Building a Positive Team - Team Management Training From Mindtools. Helping Your People be Happy and Engaged Positive teams accomplish far more than teams with low morale. Your Employees are Engaged...REALLY?
MOTIVACIÓN EN LA EMPRESA, ¿CÓMO MOTIVAS A TUS EMPLEADOS? - rrhhMagazine Red Social. Las Top 2.0 del Employer Branding en España. EmployerBranding 2.0 Caso Grupo Vips. The #1 Reason Your Employees Don't Trust You - Synergy Work Solutions. New/wp-content/uploads/2011/04/ABC-Sample-Org-Index-02-15-11.pdf. Leadership Training and Organizational Culture Change — Speed of Trust. The Speed of Trust organizational index measures which of 4 cores of credibility and the 13 behaviors are strong or weak in an organization and diagnoses more surgically what needs improvement. This proven index can be used with any stakeholder including customers, employees, suppliers, partners, vendors or others. Research clearly shows that high trust organizations out perform low trust organizations by a significant margin.
Watson Wyatt data shows that margin to be 3 times. The Russell group found that the top 100 on Fortune magazines Great Place to Work list out performed the rest of the market by 4 times. Rebuilding Morale - Team Management Skills from MindTools. Creating a Happy, Committed Workforce It's important to rebuild morale if it takes a knock. © iStockphoto/lisegagne Ted's organization has just gone through a round of layoffs, and his department has lost five team members. His team's morale has taken a big hit – rumors are flying around about further layoffs, conflict is frequent, and everyone's energy is visibly reduced. Although people are still working diligently, Ted can sense that much of their activity is driven by fear: excitement and enthusiasm have just vanished. Understanding Developmental Needs - Team Management Skills from MindTools.
The Three Component Model of Commitment - Team Management Training from Mindtools.