|
|
Like this article? PLEASE +1 it! |  |
|
Increase Employee Engagement and Shift the Curve in Your Favor
| Guest post by: Jeff Stafford |
Article Overview: Research suggests that only 11% of the workforce is actively engaged managers must play an active role in trying to increase employee engagement. The impact to productivity and retention depends on. The success of your business depends on it as well. This article suggest 3 steps to increase employee engagement for your staff.
 |
Free Download - Increase Employee Engagement and Shift the Curve in Your Favor By Jeff Stafford |
Increase Employee Engagement and Shift the Curve in Your Favor
I just facilitated a session for leaders at the University of MN on Employee Engagement. One of the challenges in today’s higher education system is the issue of funding. When many Universities and colleges rely on state funding, Higher Ed has seen it’s share of layoffs, cutbacks and furloughs. The outlook still looks bleak.
Managing in that type of an environment takes more than effort and commitment. It takes intention. Managers today experience the “stay and quit” syndrome. Employees simply give up, burnout, and just stay – because the job opportunities don’t seem to be as plentiful.
According to the Corporate Leadership Council (CLC), there are two types of commitment employees put forth: Rational and Emotional. Rational commitment is defined as “the extent in which employees believe that managers, teams and organizations have their self-interest in mind. Basically, do you care for me as a contributor to your organization? Emotional commitment is “the extent in which employees value, enjoy and believe in their jobs, organizations, teams and managers.” Sum it up – do I like you?
Both types of commitment impact Performance and Retention.
Being able to create both kinds of commitments for employees is important. If I have to pick one to focus on I go for Emotional Commitment. When this is present this seems to install a belief in the employee that allows them to connect and engage differently that just having the rational commitment present. When present, there is a “go above and beyond” effort displayed by employees. There is also a stronger desire to stay with the organization.
Here are three things to increase Emotional Commitment with your employees: *Adapted from CLC 2008 Workforce Survey
- Be sure a line of sight is present. Make it explicit on how each employee’s contribution and output impacts the accomplishment of the organizations goals. Everyone from the C-suite to those that keep the place running day-to-day. Explicitly known.
- Reinforce the values in which the organization holds true. Not just in formal communication and placards that hand on the wall, but through the ways in which you lead and manage your team. Answer the question, “How does the way in which I show up exemplify the values of our organization?”
- Create the opportunity to get the pulse of your organization regularly. Not just through your annual satisfaction survey, but through Leader Listening Circles, Town Hall Meetings, and informal dialogue with employees. The key here is the ability to LISTEN. It’s not the time to defend, justify, and rationalize your decisions to the group. It’s a time to HEAR, feel, and get it (the pulse!).
Putting these measures in place will help you retain the really great employees you have, and it might just shift the curve of engagement in your favor!
Related Articles
Are you or your employees engaged with your organisation?
Global Employee Engagement Declining
The ROI of Employee Engagement
Engaged Employees Increase Bottom Line Performance
If you don’t take care of your employees… they won’t take care of your customers
Focus on Problems Not Symptoms To Improve Strategic Execution and Results
Using Employee Engagement & Satisfaction Data to Strengthen Company Performance
Revenue and Profitability
Employee engagement -How do great leaders do it?
Eight Ways to Engage Employees and Power-Up Performance During a Recession
Victory for Starbucks in Tip-Pooling Class Action
Serving Up Employee Engagement in the Restaurant Business
Mentoring in the Workplace Plays a Vital Role in Corporate Training
Look Up To Your Future, And Take Responsibility For Your Success
Why the Blackbrry Smartphone is so Valuable?
Five Questions to Evaluate Employee Engagement
Do you have a toxic employee in your workplace?
A Recipe for Success
The Hazards of Shift Work – Going To Work Twice In One Day!
Are Your Communication Strategies Really Engaging Employees?
|
About the Author: Jeff Stafford RSS for Jeff's articles - Visit Jeff's website Jeff is founder of Orange Slice Training, a company that takes a JUICY approach to leadeship and learning. He is also the author of a variety of teambuilding activity books and the soon to be released, Create Your Juicy Life. As a certified coach, he works with teams and individuals to create a vision that produces results and inspired action. Jeff is also an Organization Development Consultant with the University of Minnesota’s Division of Human Resources. He coaches leaders, trains supervisors and designs and delivers professional development workshops for staff and faculty. Jeff was also part of the Education Team at ChartHouse Learning – the creators of The FISH! Philosophy. He continues to be a speaker and facilitator for FISH! events throughout the country. Stay connected with Jeff & Orange Slice Training at our website www.OrangeSliceTraining.com or find us on Facebook. Click here to visit Jeff's website   Goal Setting Success Create More Joy in Your Life |
Related Forum Posts
Evan's Engaged! Congrats!
- CONGRATS! on the Engagement!
HRPreneur
- Hi everyone,
I am new to the forum and I recently started my own Human Capital (HR) consulting firm called HRPreneur Inc. HRP focuses on making human capital a strategic differentiator for SME's.
Below is a summary about HRP;
Who We Are:
HRP is a Human Capital consulting firm with 30 years of experience that becomes an extension of your company by providing a full array of services to help you create a highly engaged workforce focused on achieving strategic results in order to build a long lasting great company!
Mission:
HRP provides small and medium sized businesses a Strategic HR Business Partner to increase employee engagement, resulting in cost savings, increased productivity and results at an affordable rate!
Vision:
To inspire and warrant SME's reach their full competency!
Cost Effectiveness:
We provide over 30 years of experience at a fraction of the cost at a strategic executive HR business level
You will save between 50% to 60% in costs per year on salary, bonus, benefits, training, office space alone
We will provide you additional cost efficiencies through our services
Services:
• Strategic Human Resources Planning
• Organizational Redesign
• Change Management
• Organizational Culture Development
• Employee Engagement Programs
• Leadership Assessment and Development
• Compensation Design
• Talent Acquisition
• Assimilation and On-Boarding
• Performance Management
• Talent Management & Succession Planning
• Human Resources Due Diligence
• Human Resources Audit
• Full Service HR Outsourcing
Post subject: It's Not Personal, just business
- I so agree! Actually, the business world as we know it IS in trouble. I heard some stats last week that they expect by the time 2050 that 70% of workers will be freelancers. Employee/Executive Bullying won't be able to stand it when it could be easier for someone to simply contract with the nicer guy (or gal). I, for one, will be choosing the nicer ones!
2007 Goals
- My yearly goals for December 2007:
1. Add 10-15 new "ideal" clients to our client roster
2. Increase revenues by $500,000
3. Average at least 1 paid speaking engagement per month.
2 Forums Updates
- Many of you have been writing in suggesting that on my website and in my newsletter we include the link to the actual forum post and not just the name of the post and a link to the Forums home page. Well, after looking into it I'm pleased to announce that this feature is now available. Thank you everyone for the suggestions!
We've also added names for members based on how much they post. Level one is Newbie, Level 2 is Intern, Level 3 is Employee and so on... There are 10 levels in total. I'm looking forward to seeing how everyone does!
Keep the suggestions coming - they are great!
Share this article with your friends. Fund someone's dream.
Leave a comment below or share on the left and you'll help support entrepreneurs in Africa through our partnership with Kiva. Over $50,000 raised and counting - Please keep sharing! Learn more.
by: 
Best Automated Forex Trading Strategy
Build Your List with Joint Venture Giveaway Events
May 2012 Top 100 Social Media Experts to Follow on Twitter
What to measure to be phenomenally successful in business
10 mistakes of media relations
Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
Join Conversations Politely, Part 1
TOP Level Selling
The True Cost of Employee Turnover
Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.