The journey of employee engagement leads to success. When it comes to growing and maintaining a high performance company, Max d'Unienville, Director: Talent at TNS South Africa has the philosophy that the key is for employees to be highly engaged. TNS has a history of high staff engagement scores, making it an employer of choice for talent in the market research industry. The important question is what engagement is, in real terms. D'Unienville explains that he sees it as a journey; when employees come on board they cannot immediately be engaged, instead it is about different elements the company provides over time. According to d'Unienville, there are specific areas that drive employee engagement at TNS. Firstly, employees need to have trust and confidence in the company's rewards system. Part of what makes the work environment at TNS so dynamic is its culture of learning - so much so that d'Unienville calls it a "university for market research and a place where we want our employees to feel like they never stop learning and growing".
How employee involvement can make staff want to come to work - Unum. How employee involvement can make staff want to come to work Let’s face it: very few people absolutely love coming to work. From time to time, we all get that sinking feeling on a Sunday about the start of the working week. Even if you’re happy in your job or you get on tremendously well with your colleagues, that Monday morning feeling really isn’t nice. And then, think about those that hate their job, and get on terribly with their colleagues… If you were running your company, or working in the HR department, how can you make that daunting ‘back to work’ thought just a little bit better? Create a relaxed atmosphereEncourage individuality (not just one of many)Open and honest culture… put simply, think about making work a place you want to be Mixing with colleagues Some people love Ice breakers, management tends to love them too, but just the word itself creates barriers with those colleagues that are shyer or others who feel they’re patronising.
Chance for development/training Recognition. What employees really want. What employees really want By Suzan SturholmAll Things HR LLC Employers spend a lot of time concerned about ensuring a happy, productive workforce. This productivity directly impacts the financial bottom line, so it is important employers concentrate on providing what employees actually seek in an employment relationship. Traditionally, money was thought to be an employee's primary motivator. While it's true that fair wages are important, the easiest means of ensuring employee satisfaction are free -- through improvements to the work environment and employment conditions.
Every employee appreciates being recognized when they go above and beyond the call of duty. There are a variety of ways to do this within any organizational framework, and finding the ways that make sense within your culture will be important in order for them to be effective. One of the more intangible qualities of employee engagement is the satisfaction of interesting, purposeful work. SAY WHAT?! Why Communication is Key to Employee Engagement | The Employee Engagement Blog. Communication is vital to employee engagement. All high-performing organizations have great communication and, unsurprisingly, it is a top motivator for employees. Great communication within an organization can be defined as open, consistent, transparent and multi-directional. This means that ideas and direction not only come from the top, but employees also contribute to the conversation. Dialogue is free-flowing and comes from both directions, as simple and basic as a homemade telephone with two soup cans and a string.
While good communication in the workplace seems “common sense” to us, we are still baffled by the amount of employees that believe they do not receive adequate communication from their managers. Think about those statistics for a second. Now it’s time for you to speak up! Employee Engagement: The Not-So-Secret Ingredient in Great Customer Experiences. By Scott Buchanan | Published: April 02, 2014 | Comments A growing number of companies are obsessed with customer experience.
It’s a clear competitive differentiator, and so teams are spinning up to define the right metrics, re-engineering processes and more. But they are too often overlooking the one lever with the greatest impact on customer experience – employee engagement. The lack of focus is showing; 70% of service workers are disengaged and the number is growing year over year (Gallup Employee Engagement Index, 2012).
And they are expensive – higher turnover means more recruiting and training cost and lower productivity. The average disengaged employee costs their organization 46% of their salary. Indeed, successful companies understand the relationship between employees and customers. While employee engagement is fundamentally about people, technology is a critical enabler – and that’s where Workforce Optimization (WFO) enters the picture.
Transparency Insight Motivation. Want Passionate Employees? Include Them In Your Company Narrative. Inclusion draws upon the two-way nature of real human conversation. Yet inclusive communication goes a crucial step further: It extends the practice of back-and-forth interaction in a way that entitles people to give as well as take--to provide their own ideas, and not simply to parry the ideas offered by others. Within an organization, the practice of inclusion enables employees not just to interact with managers and colleagues, but also to serve as frontline content providers. In recent years, as that practice has taken hold at many companies, the overall structure of how organizations develop content has undergone a noticeable shift.
Corporate communication professionals, working with other leaders, used to create all or most of the content through which an organization told its story--to internal and external audiences alike. Those professionals developed static messages and built carefully structured campaigns around those messages. [Image: Flickr user fluffisch] Four Questions about "Employee Engagement"
How Global Trends Affect Employee Communication and Engagement. By Scott Spreier, Hay Group It’s impossible to have engaged employees without good leadership, but the fact is, leadership may be losing its mojo. Far too many leaders are unable or unwilling to adapt to changes assaulting their organizations, which emboldens disgruntled employees to grab power and entitlement.
Clearly, those in charge need to shift the way they communicate if they want people to listen and engage. Liisa Sorsa | dscribe The Leadership Slide A number of factors led to this environment. The Hay Group’s research shows people who work in good climates outperform those in average climates by up to 30%. This ebook contains insights gleaned from each presenter during the event. The Road Ahead So what happens now? Globalization 2.0: Most of us understand globalization intellectually, but find it hard to internalize. See also: Introduction - Engaging The Social Workforce What We Need to Do Better 1. 2. 3. 4. Scott Spreier. Energizing Customer-Centric Employees. Motivating Your Yes, No’s and Maybe’s. Not too long ago, I invited a bunch of people to a get together. Thanks to my compulsive nature, I checked the responses daily and happily noticed the small, eager group of people who immediately said “yes,” but frustrated with the vast number of others who said “maybe,” and even more frustrated with the people I never heard from at all.
I get it. We live in a world of many choices. People are often hesitant to “commit” when they aren’t sure what’s in it for them. It occurred to me that you find this same behavior when it comes to employee engagement. There is a small number employees who are highly engaged, a smaller number of those who are disengaged, but then a vast number of employees who are just contributing (there, but not there). Why don’t people respond? In personal life, this is called fear of commitment. As a business, you want your employees to respond yes, whether that be to an actual event or to performing their role within your organization. Employee Value Proposition. Your Employees are Engaged...REALLY? Discretionary Effort: Is It Really the “Holy Grail” of Engagement?
A lot of my work lately has been focused in the area of employee engagement. In fact, I’m speaking at a number of conferences this fall, sharing my presentation, “Employee Engagement is Broken” with human resources professionals. One of the things that is fundamentally broken about the practice of employee engagement is that lack of a clear definition of the concept. Every employee engagement survey provider in the country has designed a tool that measures engagement in a different way based on their own definition. That’s good business practice for engagement survey providers, but bad news for the leaders and HR professionals who want to do some meaningful work to leverage engagement within their organizations to drive results.
What exactly is “discretionary effort?” The most common phrase or concept you’ll hear when you start looking for definitions of engagement is “discretionary effort.” On the surface, discretionary effort probably seems like a reasonable way to measure engagement. Employee Engagement is Dead; Long Live Employee Satisfaction! | Jungle Red Communication. « Think Human Responsibility First, Corporate Social Responsibility Second | Home | Build a Culture that Unifies the Corporation » By Jeremy Henderson | September 10th, 2011 Employee engagement? What does it really mean? The answer certainly does depend on who you ask and the answer is rarely the same. Some will tell you that we have standardized on employee engaged defined as “discretionary effort.” Employee engagement is dead. Meanwhile, with the rising costs of health care and significant need to satisfy investors, many companies are reducing benefits, delaying compensation reviews, leaving people managers to go it alone, and generally giving up on their end of the deal while insisting that employees give even more.
The issue of employee engagement has been around for far too long. If we accept the fact that there are numerous studies indicating that employees are actively disengaged, then we can deduce that employees are dissatisfied. 1. 2. 3. 4. John Cleary: When staff attendance becomes engagement - Business. The average kiwi firm employs 23 per cent of people engaged in building it, whilst 15 per cent are actively degrading it, and 62 per cent are just sleeping through the day. It is expected to be a golden period for New Zealand this year, in which we expect a growth rate which will catapult us up the OECD chart. Picture this, you are back at your desk, holidays are fading into your distant memory. It's not too hard to picture, because it's a reality. Is your business ready to take advantage of this golden year? Or will you be passed by and sitting in the same position next March.
How do you know if you are ready to enjoy the opportunities this year may bring? There are so many places you could look to for the answers - KPIs, industry trends, economic data, culture, employee/customer surveys, even something as 'simple' as turnover and profitability. For the purpose of this article, I will focus on engagement of staff. Engaged staff bring discretionary effort to their role and organisation. Money: It’s not all employees want | Home Channel News. When employers act as though the 1959 song “Money (That’s What I Want)” represents employees’ top priorities in the workplace, they miss some of the most important drivers of satisfaction and engagement. “It is well known that money is a short-term motivator,” Jayne Mattson, senior vice president, Keystone Associates, told SHRM Online. Ultimately, employees look for an organization and position where their values are met, core skills are utilized and work tasks align with interests, she said.
Pay does help attract and even retain employees, according to Towers Watson, a global professional services company, but “sustainable engagement” requires much more than money. According to Towers Watson, sustainable engagement is a combination of: • Traditional engagement: employees’ willingness to expend discretionary effort; • Enablement: the tools, resources and support employees need to do their jobs effectively; and • Energy: a work environment that supports employee well-being. Rebecca R. The Best Gift You Can Give Your Employees. The New Rules of Engagement: How Tech is Energizing Employee Communication. Millennials—and their technology—are changing the workplace in fundamental ways. This coming generation is re-shaping the workforce and the workplace—and it is clear that business management must adapt.
Millennials expect to work for organizations that provide work and working conditions that reflect the generation’s interest in community and personal wellbeing. They also expect employees and management to engage in genuine, two-way dialogue. Too many organizations are still giving lip service to their role in improving social or environmental conditions or workplace health.
Employers who are broadcasting generic messages through email, posters in the lunchroom, and productivity-draining meetings are missing the point. There are, however, both messages and tools that can help private and public employers get with a program more suited to attract and retain their employees’ energy and talents. One of the most promising technologies for revamping employee communication is mobile. Incentive Programs - Engagement - How One Fortune 250 Company Used Internal Marketing to Drive Engagement - Incentive Magazine. Wall Street’s behavior in recent times has undoubtedly given banking and financial companies headaches when it comes to building loyalty. To reestablish trust with consumers, smart brand managers know that any marketing campaign begins from the inside out, with the company employees who are essential in bringing the brand and its message to life. “The financial services industry has been in a difficult period and challenging economy, and that’s changed people’s perspectives,” says Charles Armstrong, vice president of brand management for industry giant Lincoln Financial Group (pictured above).
That was why before Lincoln Financial debuted its new You’re In Charge marketing platform on national TV on Thanksgiving Day, the Fortune 250 firm orchestrated a major internal launch campaign targeting its 8,000 employees. Every new marketing campaign should not only fulfill the external brand promise but also mobilize the organization internally, says Duncan. Getting Employees Vested. Improving Engagement: Do Workers Know the Game You Want Them to Play? One of the biggest frustrations I’ve heard from managers — both middle and senior level executives — is how few employees seem to care about how they, the employee, can help their employer.
To them, their employees seem more excited about the upcoming weekend, than they do about making a contribution. In short, their employees act more like “hired hands” than real “players.” While there are many reasons for such lack of interest, if you experience this problem with your employees, one significant source to examine is this: “Do your employees know what game they’re supposed to be playing and how it’s played?” It’s not all cricket I had an epiphany back in 1996 about why so many employees seem disconnected and disinterested. Sure, sounds great, I said. Before the match began, he informed me that this match was part of the World Cup — i.e. it was a big deal. For the next several hours, he sat mesmerized, spellbound by the drama. Meanwhile, I struggled to remain conscious. So tell them about it. Isn’t It Time to Reconsider the Carrot and Stick Method of Employee Motivation? Face-to-face benefits communication can help increase awareness of wellness offerings says Colonial Life.
Change is Good: E is for Engagement « The Slalom Blog. How Senior Leadership Can Improve Employee Communication. The importance of integrated employee engagement.