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Employee engagement should be a top priority for every leader in 2013. Studies have shown that engaged employees perform better at work. If you and your leadership team have not thought about your employee engagement strategy today and made steps to implement it then you are hurting your own bottom line. Take a look at your team as they finish up their day to gauge their well-being and make note of it. Do this for a week and then examine what you are seeing and contrast it with each individual's workload. Is there a pattern of stressed out employees struggling to finish a major launch? If so, action on your part is required. You, as a leader, owe it to your team to make their well-being a priority. Tony Schwartz
discusses the benefits of employee engagement more below and at HBR.
What would contribute most to your being both happier and more productive at work? How about feeling truly taken care of, appreciated, and trusted by your employer?
More than 100 studies have affirmed the connection between employee engagement and performance, but the Towers Watson 2012 Global Workforce Study — 32,000 employees across 30 countries — makes the most powerful, bottom line case yet for the connection between how we feel at work and how we perform.
What's required now is something called “sustainable engagement.” The key factor, the study finds, is a work environment that more fully energizes employees by promoting their physical, emotional and social well-being. I'd add to that mental and spiritual well being — or more specifically, the added energy derived from the capacity for absorbed focus and a strong sense of purpose.
…More at New Research: How Employee Engagement Hits the Bottom Line …
Is your engagement strategy sustainable? Are you enriching your team's lives by providing a sense of purpose and promoting well-rounded employees who are physically, emotionally and socially well? Leaders act as the catalyst for change in an organization and must be fully engaged to inspire a sustainable engagement strategy. It is a demanding task but one that reaps many rewards such as better operating margins, lower attrition rates and healthier employees. All of these improvements will be a boon to your business. Leaders must show the way and actively work to provide sustainable employee engagement in 2013 and beyond.
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So you hear the term 'employee engagement' offhand several times and this last time you hear it you think to yourself 'what is employee engagement?'
Employee engagement is a term that at its very core describes how much an employee cares about their work. There are differences between an employee who is engaged and one who is not that are readily visible if you watch them work side-by-side. An engaged employee is helpful and will support their teammates or co-workers if needed. An employee who is not engaged will keep track of the time and have their computer and work station shut down to make a quick exit at the end of the day. Kevin Kruse
, a contributor for Forbes Magazine, brings us more information on what employee engagement is and is not.
Definition: Employee engagement is the emotional commitment the employee has to the organization and its goals.
This emotional commitment means engaged employees actually care about their work and their company. They don’t work just for a paycheck, or just for the next promotion, but work on behalf of the organization’s goals.
When employees care—when they are engaged—they use discretionary effort.
…More at What is Employee Engagement? | Forbes
Employee engagement is a must-have to keep your business looking forward. Research shows that companies with engaged employees enjoy a profit margin above those without. Retaining a batch of engaged employees is one goal of any leadership team. Kruse points out that happiness and satisfaction are not what define employee engagement but I would argue that they are components that can engage employees and strengthen the emotional commitment they hold. Can you define employee engagement for your workforce? As yourself and the rest of your leadership team the question, what is employee engagement and what does it look like at our company?
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Here are ten things that leaders do wrong to engage employees. Employee engagement is hardly rocket science but many leaders are daunted by it. They may have a tendency to run the other direction when they hear the phrase “employee engagement”. Employee engagement is a positive step that you can take in order to develop your workplace into a happier, healthier and more productive environment. Employees who are seriously engaged in their work are better employees so stop making simple engagement mistakes today. David Zinger gives us 10 things every leader must stop doing in order to engage their employees.
Stop waiting for a magic moment to engage.
Stop mistaking engagement as someone else’s job or responsibility.
Stop conceptualizing engagement as a problem to be solved.
Stop searching for a stronger business case for engagement.
Stop thinking of employee engagement as an extra.
Stop believing you need more data to begin.
Stop seeing the CEO or President as someone other than an employee.
Stop wasting time formulating big programs and splashy launches.
Stop extensive consulting with experts so that you have time to consult with employees.
Stop trying and start doing.
…More at 10 Stops for Employee Engagement — Employee Engagement with …
Employee engagement very often relies on the leadership to get involved. Employees look to their leaders for guidance and if they don't know how important their engagement is then they simply can't get more engaged. Actively making an effort to improve employee engagement is bound to be a vast improvement over doing nothing at all. Even if the engagement program fails miserably, you will have a starting point for where to head next on your journey to improve employee engagement. Miss these pitfalls and you will be well on your way to enhancing employee engagement, so get started today!
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Employees are a leader's most valuable asset. It is crucial for leaders to appreciate their employees and to see them as integral to success in business. There are many ways to keep employees engaged in their work and it all starts with a good leader acknowledging and valuing their employee's talents. Bill Catlette and Richard Hadden give us some ideas on how to keep employees engaged. One method is to guarantee that employees know that they are working for a common purpose.
You should run the organization in a way that permits all legitimate stakeholders–managers, employees, owners, and customers–to benefit, each in their own way. In other words, we must take care to ensure that the interests of each core constituent are meaningfully represented. Of course, this doesn't make everyone an equal equity partner. But we need to recognize that, regardless of the endeavor, each of us is silently (usually) asking the question, “What's in it for me?” (Or “WIIFM?”) Until you satisfactorily address that question, you really can't unleash much productive effort.
….More at How To Foster Outrageously Awesome Employee Engagement …
Many leaders fail to purposefully give their employees the intrinsic motivation that can be required to keep an employee constantly engaged. The first step in meaningfully engaging employees is to unite your employees in a common purpose that clearly lays out what they are doing and why. This along with providing meaningful work, high standards, appropriate benefits, and a level playing field will go a long way in getting your employees to remain engaged in their work for everyone's benefit.