Are you or your employees engaged with your organisation?
Are you or your employees engaged with your organisation?
The extent that an employee believes in the mission, purpose and values of an organisation and demonstrates that commitment through their actions as an employee and their attitude towards the employer and customers. Employee engagement is high when the statements and conversations held reflect a natural enthusiasm for the company, its employees and the products or services provided. (Derek Stockley 2005)
Although the term 'employee engagement' is relatively new, the underlying concepts have been around for many years. Cultural change programs often have a similar focus, as do internal branding programs.
Almost every contact I have these days highlights the importance of encouraging employee engagement. There is no doubt in my mind that successful organisations have high employee engagement levels.
Do you have it? Does your organisation have it?
If you do, congratulations!
If you don’t, take action NOW.
Employee engagement steps:
A report by the Mercer Delta Executive Learning Center cites four key challenges to growing revenue: "increased competition; the need for fast response to changing market conditions; the need to innovate; and the need to satisfy customer expectations".*
Employees and managers need to be fully focused and committed if they are going to rise to meet these challenges.
It requires a total approach. Every aspect of the organisation’s operations has to be supportive and have an encouraging effect.
The starting point is ensuring that the basics are all in place. These include:
High quality goods and services that staff can recommend with confidence.
Good delivery systems that ensure promises and commitments made to customers are met.
Good business practices - honest, straightforward and carried out with integrity.
The business operation provides the strong foundation that is needed.
What provides the impetus for employee motivation?
Good management! How the staff are treated determines how far they will commit to the organisation. Enthusiasm is a good measure.
Summary:
Concentrating on employee engagement issues can make a big difference to organisational performance.
Are you or your employees engaged with your organisation - To learn more about this author, visit Derek Stockley's Website.
Like this article? Share it with your friends
Employee engagement definition:
The extent that an employee believes in the mission, purpose and values of an organisation and demonstrates that commitment through their actions as an employee and their attitude towards the employer and customers. Employee engagement is high when the statements and conversations held reflect a natural enthusiasm for the company, its employees and the products or services provided. (Derek Stockley 2005)
Although the term 'employee engagement' is relatively new, the underlying concepts have been around for many years. Cultural change programs often have a similar focus, as do internal branding programs.
Almost every contact I have these days highlights the importance of encouraging employee engagement. There is no doubt in my mind that successful organisations have high employee engagement levels.
Do you have it? Does your organisation have it?
If you do, congratulations!
If you don’t, take action NOW.
Employee engagement steps:
A report by the Mercer Delta Executive Learning Center cites four key challenges to growing revenue: "increased competition; the need for fast response to changing market conditions; the need to innovate; and the need to satisfy customer expectations".*
Employees and managers need to be fully focused and committed if they are going to rise to meet these challenges.
It requires a total approach. Every aspect of the organisation’s operations has to be supportive and have an encouraging effect.
The starting point is ensuring that the basics are all in place. These include:
High quality goods and services that staff can recommend with confidence.
Good delivery systems that ensure promises and commitments made to customers are met.
Good business practices - honest, straightforward and carried out with integrity.
The business operation provides the strong foundation that is needed.
What provides the impetus for employee motivation?
Good management! How the staff are treated determines how far they will commit to the organisation. Enthusiasm is a good measure.
Summary:
Concentrating on employee engagement issues can make a big difference to organisational performance.
Are you or your employees engaged with your organisation - To learn more about this author, visit Derek Stockley's Website.
Like this article? Share it with your friends
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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