An old gent who was sweeping a hangar the size of a football field was asked what his job was and replied “I help put men into space”
With the current economic condition, many organizations have been forced to cut costs and reduce staffing levels. These kinds of business decisions can affect the remaining employee’s ability to stay positive and not focus on the negative.
The purpose of employee engagement
When employees are engaged they are emotionally attached to the vision of the organization. They believe in what they do, the organization’s vision and the direction the organization is going. Employees who are engaged put their heart and soul into their job and have the energy and excitement to give more than is required of the job. Engaged employees are committed and loyal to the organization.
But it is apparently still a topic that employers and employees alike think they understand, yet can’t articulate very easily:
Have a well defined mission, vision and strategy that all employees buy into. Organizational leadership is responsible for communicating the vision and keeping it in front of the employees. Employees should be able to recite these statement and why the organization does what it does
#2 – Communication
Good communication within the organization can be one of the most important things an organization can do to foster employee engagement.
Employees have an interest in what is going on within the organization. They desire to know how the organization is doing financially, how corporate objectives are being accomplished and how what they do contributes to achieving corporate objectives
#3 – Team environment
Create a strong team environment. Strong employee engagement is dependent on how well employees get along, interact with each other and participate in a team environment
#4 – Culture of trust
Create a culture of trust. Employees need to trust each other as well as their leadership. Employees are constantly watching leadership to see how their decisions affect the strategic direction of the organization and if their behaviors reflect what they say
#5 – Valued part of the organization
Employees need to feel validated and that they are a valued part of the organization. Leadership needs to show how much they care for their employees and show recognition for efforts: “If you want something to grow, pour champagne on it”
#6 – Part of the process
Employees need to feel like they are part of the process, that their thoughts and ideas matter and that they have a voice in how their work is performed
Let’s talk high performance organizations To deliver growth, performance management must become more strategic and take into account the organization’s culture and how this support – or hinders – business performance....
Targets must be tied to larger organizational ambitions For targets to be meaningful and effective in motivating employees, they must be tied to larger organizational ambitions. Employees who don’t understand...
Create an organizational culture of transparency Building a culture of transparency. Make transparency part of organizational culture Transparency is a popular buzz word on Wall Street these days, and many...