Employee Engagement Activities
Globalization has made geographical borders, time and distance irrelevant. Technological advancement in communications and transportation will further fuel this trend in the future.Employee engagement activities have to be taken up in right earnest to ensure that the best talent is retained and fresh talent is attracted to the organization.
Encouraging and sustaining high levels of employee engagement means that you're going to have to create many new habits for yourself. The first is going to be that you make a habit of booking appointments with yourself to do the required work.
Lately many organizations have questioned why their employees' lack of motivation makes their days less and less productive. In down economic times, it has become progressively more difficult for leaders in an organization to keep spirits and productivity at their highest level.
If you have read any article on organizational productivity or employee performance over the last seven years, chances are good that you came across the concept of employee engagement. Employee engagement is the first proven method to translate the thoughts and perceptions of staff into a measureable index
Top companies recognize that employee engagement is a key force behind success. Employee engagement impacts every aspect of how satisfied the customers are, how smoothly suppliers are involved into the production of the company's good or service.
The primary behaviors of engaged employees are speaking positively about the organization to coworkers, potential employees and customers, having a strong desire to be a member of the organization, and exerting extra effort to contribute to the organization's success. Many smart organizations work to develop and nurture engagement.
The antitheses of engaged employee are unengaged (coasting in neutral) and actively disengaged (applying the brakes if not in full reverse) employees. In their book Follow This Path, Curt Coffman and Gabriel Gonzalez-Molina explored delineations among employees who are engaged, actively disengaged, and not engaged, as labeled defined by the Gallup Organization Q12 survey.
Organizations must choose to actively engage their people in order to increase morale and productivity, especially in this economy. When correctly implemented, employee engagement is a comprehensive, strategic approach that creates positive, lasting results and consistent commitment.
Employee disengagement can be the result of several different factors, however attention needs to be focused on what is often the main culprit; poor relationships between the front-line staff and the supervisors and managers.
Most companies that measure employee engagement completely fail to get the maximum return on their investment. They measure for the wrong reasons. They don't fully integrate the measurement and management process into the broader management strategies of the business.
The truth is that we all know people have the same Universal Drivers of Engagement (safety, personal growth, effective leaders - to name but a few). There may be small variances in the extent to which people want these things, and there is also a need to measure and manage each individual's unique Motivational Drivers.
There are lots of reasons why organisations fail to create the change they plan for in the business. This applies both broadly speaking and to employee engagement and motivation programs specifically. It's easy to pick fault - many businesses make the same mistakes and they're easy to see.
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