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 So what exactly is employee engagement? In the past, the idea that "our people are our most important asset" has been labelled the biggest commercial untruth since "the cheque is in the post". Today, however, there is clear evidence that business leaders are not simply saying this – they are actually beginning to mean it too. Why the change of heart? Because the body of evidence that employee engagement is a key driver of organisational performance grows almost daily. But with recent research highlighting the fact that employee disengagement is a global epidemic, organisations still clearly have much work to do to ensure that their workforce can be properly inspired and motivated. USEFUL LINKS |
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Essential ReadingA road map for employee engagement
Now that we have identified the key drivers of employee engagement, how can we start to create – and implement - a road map for achieving outstanding organisational performance?
Attitude and engagement creates turbulence in corporate America
Corporate America is not aligned with the needs and requirements of its increasingly diverse workforce and radical changes in attitudes mean that a growing number of young Americans are dissatisfied, disengaged and unproductive.
A is for Apathy
A quick search on Amazon reveals not one single business book or pamphlet about overcoming apathy. And yet anyone who been a manager for more than a week must surely recognise that proving that effort is worthwhile is the real essence of leadership.
Employee disengagement a global epidemic
At a time when companies are relying on their workforces to achieve growth, a major new survey has found that only one in seven employees worldwide are fully engaged with their jobs and willing to go the extra mile for their companies.
Employee engagement: What exactly is it?
The notion of employee engagement is causing a big buzz in management circles at the moment. It's a topic that employers and employees alike think they understand, yet often can't articulate very easily. So what exactly is it?
Employee engagement: the what, why and how
Employee engagement is the new Holy Grail for organisations worldwide. But what exactly does it mean? Why is it so important? And if you haven't got enough of it, how can you get some more?
The keys to employee engagement
Keeping your employees engaged really isn't rocket science - it's just a metter of listening, learning and leading by example.
Managers critical to employee engagement
Managers' behaviour has a huge impact on the work climate and is a critical component in employee engagement and motivation. Yet too many reward programmes simply focus on money and ignore this human factor.
Engage me or enrage me
More managers and leaders ask me "how to engage" and, "how to innovate" than any other question. As well they might, given that so many of us have to disengage just to survive their endless ill-conceived meetings, badly-laid plans, and the waste, day by day, minute by minute, of our lives.
Latest on Employee EngagementMoving beyond survivalWith new research highlighting a sharp decline in employee commitment - particularly among top performers - isn't it time organisations stopped cost-cutting and lay-offs and started to plan for the future?
Keeping up in a down economyThe real toll of the recession is its impact on everyday people. Smart managers know that creating a climate of fear isn't going to help. Instead, they need to focus on the right things that together create a more motivating work environment for their employees.
Employee engagement in tough timesHow do you inspire confidence and innovation in an organization whose employees are worried sick about their jobs? The answer isn't that complicated – and it doesn't involve employee engagement surveys.
Getting the most out of your peopleFor all the talk about its importance, the vast majority of organisations simply don't take employee engagement seriously. And they never will until those who run these organisations acknowledge that every employee is a potential asset, not a liability.
Unlock manager strangle-hold to engage employeesEmployee engagement could be improved by cutting back on military-style management layers and improving workplace democracy, a Welsh academic claims.
The benefits of pamper powerDespite what bankers continue to claim, money buys neither happiness nor loyal employees. So throwing good money after bad isn't a long-term solution for employees suffering from occasional feelings of low job satisfaction. There are lots of tools in the box – tools like pamper power.
Recalling successful tasks can boost employee engagementGetting your employees to focus at least once a day on an element of their job the previous day that went well could boost happiness across your company, according to a UK academic.
The psychological contract during the downturnWhile many companies concentrate on physical employment contracts during a downturn, the psychological contract often gets overlooked. Dr Graham Dietz of Durham Business School warns against this and offers advice on ensuring your company's contract remains in good health.
Rudeness hits the bottom lineCan you put a cost on bad manners? Does politeness pay? According to a US business school professor, the answer is an emphatic "yes" – in fact the cost of bad behaviour can run into millions.
Believe, and help others see why they should, tooBelief is a powerful thing. People who look at a challenge and say "I can't" have already determined their outcome without even an ounce of effort. That's why it is so important that managers engage team members by communicating belief in their abilities.
Strategic visioningIf an organization really wants to attract and retain the best and brightest, a good place to start is by painting a vision. I don't mean some tired mission statement, I mean something with depth, something so compelling that the average working professional wants to be part of it.
Get engaged, says UK governmentThe UK government is urging organisations to redouble their efforts to get employees more engaged, recognise potential and so help drag the country out of recession.
Engage people by showing how their work contributesOne of the secrets to creating passionate, engaged employees and to
motivate teams to top performance is actually very simple. Engage people's desire to contribute by showing them how their work is part of the bigger picture.
Can adversity build workplace engagement?Far from creating resentment as jobs are cut and pay is slashed, the recession appears to creating greater workplace engagement as employees and managers pull together. At least that's what employers are saying.
Three ways to impress your employeesSome employers act as if they shouldn't worry about impressing their employees unless it has to do with flaunting their wealth. But most know that when they make an effort to impress their staff, the result is increased commitment and productivity.
How do I manage on a budget?Anne is a newly-appointed department manager at a community college. With a demoralised skeleton staff and severe budget issues, she is already disheartened. Charles Helliwell has some advice to help her build morale and start to manage effectively.
Businesses still botching the people side of M&AsThere are signs that M&A activity may soon start to pick up again in Europe, which makes it even more worrying that eight out of 10 companies still fail to grasp the importance of managing the people side of mergers, acquisitions and integrations.
Employee engagement on a budgetEmployers are still in a tight financial corner when it comes to offering pay rises or bonuses, meaning managers are having to think more creatively about how they keep their employees engaged and happy.
Workers who stay may not be the ones you want to keepIt is the most innovative and creative workers who will get us out of the recession. But they're also the ones most likely to jump at the chance of redundancy or a challenge elsewhere.
Finding and cultivating finishersFinisher is a term used in American football circles to describe a player who never lets up until that last whistle blows. Sports teams need finishers to successfully compete. Businesses need finishers, too. But how do you find and cultivate them?
Happy employees look on the bright side of lifeIt may feel sometimes like our jobs and careers are going to hell in a handcart, yet new British research has suggested most employees are still relatively satisfied and happy with their work.
Managers unprepared for the recoveryWith growing signs that a turnaround may not be that far off, managers need to begin moving out of survival mode and start positioning their businesses for recovery.
India and Brazil crack employee engagementManagers in India and Brazil appear to be better at building employee engagement than those in the U.S and Europe - something that could give them a distinct advantage when the economy picks up.
Recession promps a rat race re-evaluationIn tough times, many organisations slip into treating people badly. But with half of workers considering down-shifting to a more fulfilling job, poor employers could find their offices rapidly emptying when things pick up.
Conflict can be a force for goodNever mind about emotional intelligence, empathy or consensual leadership, what really drives workplaces is passion, ambition and even conflict.
Are people really your most important asset?Many companies proclaim that their employees are their greatest asset. Unfortunately, the phrase has become somewhat cliché, similar to saying employees are "empowered." These are valid statements only if companies put actions behind their claims.
A little respectWhatever our age, it seems Aretha Franklin was right. What most of us want from work is simply to be managed with a little respect.
Fear brings loathing, not harder workIn the current climate it's easy to ignore the career needs and motivations of your workers. But assuming your team will go the extra mile just because they feel lucky still to have a job is a big mistake.
Making sure not everybody hurtsIt's a tough thing to ask when times are so tough, but it is now even more important that senior executives find time to provide encouragement, advice and support for their people.
Cut in haste, repent at leisureBefore cutting jobs, take a deep breath and consider whether this is really the answer to your woes, or whether it simply create even more problems down the line.
Earlier Stories on Employee Engagement . . .
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