Are your Employees engaged and enabled? If not, The Enemy of Engagement is a must-read book for you! Read the Synopsis of the book and learn why this is such an important book for Managers and HR alike.
Are your Employees engaged and enabled? If not, The Enemy of Engagement is a must-read book for you! Read the Synopsis of the book and learn why this is such an important book for Managers and HR alike.
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a difference on employee satisfaction and productivity, but it can also increase employee loyalty—resulting in less turnover—and positively impact the bottom line. Organizations are realizing the need to create a culture of engagement that maximizes the potential of each employee.
Tackling complex problems, fostering creativity, and nurturing collaborative solutions is universal in business today.
The terms cooperation, coordination, and collaboration are often used interchangeably. However, collaboration refers to a higher level of joint working and the glue that binds collaborative teams together is communication.
Here we look in detail at how to facilitate effective team collaboration and the communication channels that will support it.
Remote Work & Digital Transformation: 7 Questions to AskJosue Sierra
This presentation provides 7 questions leaders and managers can ask in order to re-frame the challenges related to leveraging remote talent or telecommuting, while at the same time, accelerating their digital transformation journey! Even if you don't have remote team members, consider these 7 questions as a way to foster digital leadership in your organization.
http://www.linkedin.com/in/josuesierra
Full article also available at:
https://www.linkedin.com/today/post/article/remote-work-digital-transformation-asking-right-questions-sierra
Unlocking The Potential Of Frontline Managers Exec BriefingJeff Lively
Times of change present many challenges for organizations, particularly for frontline managers whose people will be responsible for implementing the change. Pressure to perform is high, as are emotions, and everyone is expected to do more with less.
ROLE PLAY – How to ensure success during a leadership role transition outlines 10 top strategies to ensure a new leader’s success in his or her new role.
BBVA's Participative Management Style Guide translated by me and disseminated internally within BBVA's management hierarchy. Features role plays and examples. Well worth a look!
Growing your business requires investment—but with so many competing priorities, where should you focus your time, money and expertise?
Start with a resource you already have that can drive both profitability and customer satisfaction: your employees.
Studies have proven that companies with engaged employees had 2.6 times the earning per share growth of companies with below average employee engagement and 86% higher success rates on customer metrics.
In our latest white paper, learn the four key requirements of effective employee engagement and how treating your employees like customers can improve your business.
Employee satisfaction survey for xyz companyPrakash Bhoi
Employee satisfaction surveys are conducted to find out the pulse of employees. It captures employee's opinion about their jobs as well as the work environment.
Employee issues and concerns need to be addressed regularly for employee retention and higher productivity, Employee satisfaction surveys such as this one help in bringing in front such issues which need to be resolved on priority and gives a platform to the employees to raise their concerns.
Employee ambassadorship, or advocacy, goes beyond engagement to determine level of commitment to enterprise, value of products and services, and customers
Employee engagement is a hot topic in the business world and for good reason. Engagement can not only make a difference on employee satisfaction and productivity, but it can also increase employee loyalty—resulting in less turnover—and positively impact the bottom line. Organizations are realizing the need to create a culture of engagement that maximizes the potential of each employee.
Tackling complex problems, fostering creativity, and nurturing collaborative solutions is universal in business today.
The terms cooperation, coordination, and collaboration are often used interchangeably. However, collaboration refers to a higher level of joint working and the glue that binds collaborative teams together is communication.
Here we look in detail at how to facilitate effective team collaboration and the communication channels that will support it.
Remote Work & Digital Transformation: 7 Questions to AskJosue Sierra
This presentation provides 7 questions leaders and managers can ask in order to re-frame the challenges related to leveraging remote talent or telecommuting, while at the same time, accelerating their digital transformation journey! Even if you don't have remote team members, consider these 7 questions as a way to foster digital leadership in your organization.
http://www.linkedin.com/in/josuesierra
Full article also available at:
https://www.linkedin.com/today/post/article/remote-work-digital-transformation-asking-right-questions-sierra
Unlocking The Potential Of Frontline Managers Exec BriefingJeff Lively
Times of change present many challenges for organizations, particularly for frontline managers whose people will be responsible for implementing the change. Pressure to perform is high, as are emotions, and everyone is expected to do more with less.
ROLE PLAY – How to ensure success during a leadership role transition outlines 10 top strategies to ensure a new leader’s success in his or her new role.
BBVA's Participative Management Style Guide translated by me and disseminated internally within BBVA's management hierarchy. Features role plays and examples. Well worth a look!
Growing your business requires investment—but with so many competing priorities, where should you focus your time, money and expertise?
Start with a resource you already have that can drive both profitability and customer satisfaction: your employees.
Studies have proven that companies with engaged employees had 2.6 times the earning per share growth of companies with below average employee engagement and 86% higher success rates on customer metrics.
In our latest white paper, learn the four key requirements of effective employee engagement and how treating your employees like customers can improve your business.
Employee satisfaction survey for xyz companyPrakash Bhoi
Employee satisfaction surveys are conducted to find out the pulse of employees. It captures employee's opinion about their jobs as well as the work environment.
Employee issues and concerns need to be addressed regularly for employee retention and higher productivity, Employee satisfaction surveys such as this one help in bringing in front such issues which need to be resolved on priority and gives a platform to the employees to raise their concerns.
Empowered employees bring a wealth benefits to an organization, from better reactive service to more satisfied teams, yet too many organizations still fail to empower employees in even the simplest of ways. Using principles from our resource, The Ultimate Starter Guide to Employee Empowerment, this presentation shows organizational leaders nine key ideas for empowering employees to provide better customer experiences.
The Power of Employee Appreciation. 5 Best Practices in Employee Recognition.Sage HR
Employee appreciation or recognition is the timely acknowledgment of a person’s or team’s “beyond normal” effort, result or behaviour that uphold the company’s goals and values. It can be formal or informal depending on the situation.
Appreciation is not learned overnight. In order to be more effective, you need to understand the psychology of praising others and apply it on yourself too. If done right, employee appreciation can be catalytic, causing dramatic positive changes that affect your entire company’s culture.
Why do employees need to be appreciated? Kelly Mannard, Chief Marketing and Strategy Officer of Northern Trust, puts it clearly this way: It’s human nature to want to be valued!
Most employees respond positively to appreciation because it confirms that their efforts are valued. It gives them that sense of achievement for a job well done — a “pat in the back”.
Read more at >>> cake.hr
This presentation on "Employee Job Satisfaction" which is very useful to new trainee, How an employee or student analyses the satisfaction between management and employee
9 things you need to do to build your dream teamNaomi Simson
Whether it is on a sporting field, in your office or at a pub trivia
night, we all know a dream team when we see one. They share
certain unmistakable qualities that have the power to make
magic happen and success seem so attainable.
Remote Working in a Crisis: A Workplace Toolkit [White Paper]Sage HR
This year of unprecedented challenges has brought a series of big company moments to organisations.
This short guide provides advice and tips on how to lead fully remote teams in crisis situations, addressing the challenges that can arise, whilst offering guidance on how to overcome and mitigate them.
At Sage HR we recognise the vital role our customers play in leading their organisations and participating in their communities. The part that we play in supporting you in these endeavours is one we’re proud to provide.
Browne & Mohan consultants conducted a survey on what factors constitutes the best workplace or a place where employees would love to work. Findings show three aspects which influence an organisation to move towards being a 'lovable workplace'.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
what creates employee engagment ? What are the factor for causing disengagment underperformance and finally attrition. This burning issue is addressed by Dr Wilfred Monteiro HRD guru to India's leading business houses
5 tips to Integrate Purpose Into Your WorkplaceKristi Pastore
Creating a purpose-centered organization leaders to a better company culture with more engaged employees. Learn how to integrate purpose into your workplace with these tips!
What are the Pillars of Effective Communication in the Workplace.pdfXoxoday Empuls
At its core, effective communication in the workplace is about understanding and empathizing with your audience. To make your communication strategy, solution, and synergy aligned with each other, make sure to focus on these pillars: listen, engage, connect, inspire and guide.
https://blog.empuls.io/pillars-of-effective-communication-in-the-workplace/
SASUG April - Building Social Networks and the Social JourneyDavid Broussard
A review of what an Enterprise Social Network is, why we needs them, and how to embark on a Social Journey that will actually get you to your desired destination.
For a successful team building, you have to understand that belonging to a team means that you are part of something more than yourself. The goal of the team is to recognize the mission or the objectives of the organization.
CanopyLAB brings you an experts’ guide and checklist to building a strong corporate
culture - while working
remotely - using a social
learning platform.
Competencies can be complicated and are often expressed in HR language that employees are not familiar with. As a result, employees have a hard time understanding what’s expected of them. Use these five techniques to communicate competencies so employees understand how your organization’s competencies align to their job descriptions and connect to performance management.
7 Companies Give Their #1 Tip For Reducing Employee TurnoverUrbanBound
Employee turnover is something a lot of companies struggle to combat. However, when managed properly, your employee population can work to support you, instead of fighting against you. We're going to show you how.
Learn more by downloading our eBook, diving into even more tips and explaining strategic ways to achieve success at your company: http://resources.urbanbound.com/companies-give-tips-to-combat-turnover
Businesses CAN’T afford to have disengaged employees! According to Gallup, a disengaged employee costs a company 34% of their total annual salary. On aggregate 17.2% of a workforce is disengaged.
Since the Dotcom boom of the 90’s, companies have been trying to obtain high standards of employee satisfaction through: company perks, wellness incentives and even subsidized food plans to satisfy the foodies.
Has any of these strategies really helped with employee engagement? How do organizations get their employees engaged and find their swagger?
Employee engagement is very tied to the MAGIC of the company. To capture the magic, employees must have five key elements to help them become successful.
In the MAGIC of Employee Engagement white paper, it'll will break down each element and map out the benefits of each one.
Similar to Give In: 10 ways to engage your employees so they can satisfy your customers and enhance your organization\'s performance. (20)
Give In: 10 ways to engage your employees so they can satisfy your customers and enhance your organization\'s performance.
1. Give in
10 ways to engage "
your employees so !
they can satisfy "
your customers and !
enhance your !
organization’s !
performance.
By Tim Morawetz
Principal, Glue Inc.
September 2011
www.glue-to.com
2. Give
in
With good reason, ‘employee engagement’ is
one of the hot-buttons in organizations today. "
The looming talent shortage caused by the aging
population, plus increased mobility among
workers due to heightened personal expectations,
makes the task of finding and keeping first-rate
Give
staff a key priority.
If you accept the premise that, in the right
inspiration
workplace environment, most people have the
potential – and even the desire – to be strong
instruction
contributors, then there are plenty of steps that "
all types of organizations can take to strengthen
information
employee engagement.
informality
The big win from greater employee engagement
is the positive impact on your organization’s
interaction
customers, clients, business partners, volunteers
or other stakeholders, which in turn improves your
influence
financial performance.
The following pages present 10 ways you "
initiative
can take action to enhance your workplace
environment and boost employee engagement.
input
incentive
intensity
3. Give inspiration.
Explain your vision, mission and values.
Motivated by their own intrinsic sense of purpose,
1
most people would be willing to help their employer be
successful. But to do so, employees must first
understand and then believe in what your organization
stands for, and know how their individual efforts
contribute to the achievement of that mission.
The term ‘internal brand’ is often used to describe
this employee-focused perception of the organization.
Effectively communicating the internal brand is important
during recruitment (to help attract candidates with the
right ‘fit’), and especially during onboarding (when you
have the unique opportunity to shape new employees’
perceptions of how your organization operates).
Although the content of such messaging is often lofty,
strive to present it in simple, direct language (words and
images) that speaks to the heart, as well as to the head.
Storytelling can be a powerful tool in conveying these
intangibles that set the organization apart.
4. Give instruction.
Provide the training and tools needed for success.
Clearly, employees need to know how to perform their
2
workplace duties, and be equipped with the right tools to
get the job done efficiently. In today’s digital world,
developing and delivering high-impact training programs
(whether in-person or online) has never been easier.
Remember to accommodate people’s different learning
styles (i.e., visual, auditory, hands-on doing).
Beyond training for today, think about building
employee capability for tomorrow. Although less relevant
for seasonal or blue-collar workers, establishing and
tracking individual career-development plans adds variety
and challenge to the employee work experience, while
helping the organization address its future skill
requirements.
In larger organizations, such talent-development
efforts might take the form of internal courses and
programs; in smaller organizations, it can involve "
classes offered by local or online educational institutions.
Regardless, employees should know how the learning will
enhance their future success and career prospects.
5. Give information.
Candidly share how the organization is doing.
In the absence of real information about your
3
organization’s activities and performance, damaging
rumours can easily fill the void and thus weaken
workplace morale and productivity.
Well-publicized business crises, from Tylenol
tampering back in 1982 to listeriosis contamination at
Maple Leaf Foods in 2008, demonstrate that telling the
truth, right away – no matter whether the news is good "
or bad – is the best way to earn the trust of employees
and other stakeholders.
For ongoing internal communications (such as
change or business-improvement initiatives), consider
developing a memorable theme or slogan that both
encapsulates your key message and nurtures a sense of
pride and connection to the cause.
Finally, be sure your staff are aware of the full range "
of group benefits and employee assistance programs
(e.g., elder care, flexible work hours), and understand
how to access them.
6. Give informality.
Encourage cross-hierarchical interactions.
Although org charts and supervisor-worker
4
relationships are needed to establish accountabilities, it’s
advantageous to nurture an internal climate where your
employees at all levels feel comfortable connecting with
colleagues – upwards, downwards or sideways. The
sense that ‘we’re all in it together’ created by such
openness can be especially helpful in times of change or
challenge.
Informal or formal workplace mentoring – pairing
younger workers with more seasoned ones – helps both
parties gain knowledge and insights from each another
while providing a natural means of transmitting your
corporate culture and internal brand from one generation
to another.
Another means of encouraging casual connections is
by offering onsite recreational equipment such as comfy
couches or pool tables, or by supporting after-work
hockey or ultimate frisbee teams.
Speaking of informality, take reasonable steps to
allow staff to express their own personalities. As long as
they are getting the job done and are not interfering with
co-workers, offending customers or compromising the
organization’s image, allow employees to express their
individuality (e.g., in how they present themselves or
decorate their workspace).
7. Give interaction.
Promote sharing and collaboration.
Closely related to informality is interaction: deliberately
5
creating opportunities for employees in different areas of
the organization to work together and share ideas.
Such interaction can be achieved by assembling
cross-functional project teams, and by employing online
tools to document and share best practices (vitally
important for employees working in dispersed locations
or from home offices.)
No other form of interaction, however, matches the
impact of actually bringing together your employees and
their senior leaders, face-to-face, to discuss business
developments, work on shared challenges, and simply
have fun together.
(For eight tips on maximizing the value of face-to-face
employee meetings, see Glue’s whitepaper, Coming
together in a virtual world.)
8. Give influence.
Invite staff to express their views to the leadership team.
Most of us welcome the chance to be heard when we
6
have something to say. It’s helpful to offer ongoing
opportunities for your organization’s opinion-leaders
(both supportive and contrarian) to personally interact
with senior management and safely speak their mind.
Leaders can provide such forums by hosting "
regular live town-hall meetings, inviting work groups or
individuals out for lunch or a drink after work, or simply
taking time each week to walk the halls of the office,
store or plant to meet with and listen to staff.
Be sure to thank employees for expressing
themselves, then spend sufficient time reviewing the
input you received. If there are ideas you cannot
implement, be sure to explain why not so as to avoid
creating cynicism.
For those staff who may be less comfortable
speaking out in public, offer anonymous ways to share
their ideas. Traditional or digital suggestion boxes, as "
well as periodic online surveys, enable employees to
express their opinions, concerns or suggestions for
business improvement.
9. Give initiative.
Empower employees to take the lead.
It’s easy to fall into the trap of simply telling employees
7
what to do. A more enlightened approach may be to
explain what outcomes you’re expecting them to achieve,
then encouraging individuals or teams to determine their
own way to achieve the desired results.
A culture of innovation requires leaders to allow their
people to make mistakes, while encouraging and
supporting their efforts and celebrating their successes.
Within reason, permit staff to beg for forgiveness rather
than insisting that they always ask for permission first.
Empowering employees to unleash their creativity "
and take the lead in addressing challenges will yield
greater staff dedication and enhanced organizational
performance.
10. Give input.
Meet regularly to discuss employee performance.
In many organizations, performance reviews are a
8
dreaded annual event where employees expect to hear
about all the things they’ve done wrong. Handled
correctly, however, the process of regularly reviewing
performance helps you stay in touch with staff, allowing
you to observe what’s going well and take steps to
address any areas needing improvement.
At the start of the year, supervisors and employees
should mutually agree upon measurable performance
goals that are explicitly connected to broader
organizational goals. Then, ideally on a quarterly basis,
meet with individual employees to discuss their progress,
and offer resources as appropriate to help address
issues. Your supervisors may require special training on
how to consistently conduct effective performance
reviews.
If, despite these efforts, the performance of specific
employees does not improve, they must be removed.
Otherwise, your average performers may ‘slack off’
without fear of consequences, while your top performers
can get frustrated and quit.
11. Give incentive.
Recognize important contributions.
In some organizations, formally rewarding individuals "
9
or teams with cash bonuses or special awards fits well
with their culture. In others, such an approach may
backfire and cause resentment and de-motivation.
Recognition is generally a less risky and more
compelling form of workplace incentive. It should ideally
come from peers as well as supervisors. For greatest
impact, conduct the recognition as soon as possible after
the positive behaviour. And, consider the individual
employee’s temperament when delivering recognition: a
public congratulations ceremony may suit an extroverted
sales rep, while a handwritten thank-you note from a
manager may be better for quieter types.
Not all recognition must be based on tangible
outcomes. A retail employee’s above-and-beyond efforts
in handling a customer complaint, or a plant worker’s
contribution to a safety committee, can warrant special
commendation.
Providing it’s done fairly, incorporating some form of
profit-sharing or gain-sharing in the compensation
structure enables all employees to financially benefit from
their contribution to the organization’s success.
Finally, years-of-service milestones should not slip by
unmarked. By saluting the tenure of specific workers, the
organization demonstrates its appreciation for their
commitment, while signalling to younger employees that
it values employee loyalty.
12. Give intensity.
Foster a culture of urgency and passion for results.
This final engagement principle is more about ‘how’
10
than about ‘what.’
The current uncertainty in the marketplace and rapid
pace of change means that ‘business as usual’ is no
longer an option. The mantra of ‘faster, smarter, cheaper’
is being heard in boardrooms far and wide.
Making this rallying-cry come to life demands that
everyone in the organization operate with a sense of
urgency. If employees perceive this pursuit of intensity as
desperate and heavy-handed, they may feel threatened
and withdraw. On the other hand, if leaders confidently
walk the talk and celebrate the organization’s successes,
this passion for results becomes ingrained in the
workplace culture and turns into a powerful competitive
advantage.
13. About
Glue
Glue Inc. is a consulting practice, established
in 2002, that collaborates with corporations,
professional practices and not-for-profit
organizations to strengthen the connections
between their internal constituents and thus
enhance their performance.
Communications that stick.
Glue Inc. 2 Burnham Road, Toronto, Ontario M4G1C1 Canada
(416) 703-5300 • info@glue-to.com • www.glue-to.com