Engagement at Work: Good for Employees, Great for Business
Increase Productivity and Employee Motivation Through Employee Engagement
Increase Productivity by Engaging Employees
A common thread of most ideas about employee engagement is the need for frequent and candid communication among management and employees. Internal communications can be initiated by a manager or employee, but it is management’s responsibility to ensure that the work environment encourages essential communication to take place. We are all wary of excessive memos, meetings and electronic communications, and these can create ‘noise’ that obscures important messages; but managers need to modulate the nature and quantity of communications to strike an effective balance.
Empowered employees are inherently more productive. They have the knowledge, resources and incentives necessary to carry out the company’s plans without a lot of supervision.
Goal: Worker Empowerment
As an empowered employee engages with coworkers, their motivation grows and become contagious, increasing the level of cooperation and team building. Empowered workers are able to find better and more efficient ways to meet your organizational goals, and are not limited to following daily instructions by management. Employee Engagement can have a huge impact on an organization’s productivity and success. Engaged employees understand the company’s strategy and their role in the business operation. Corporations, non-profits and government organizations that make a concerted effort to engage employees have higher levels of workforce involvement, staff motivation and job satisfaction, and this is a competitive advantage.
Conducting an Employee Engagement Survey
One of the first steps to improving the level of employee engagement is to survey employees and establish an objective baseline measurement. A well-constructed and professionally administered engagement survey will identify individual and workforce-wide opportunities for increasing worker involvement, team communications and staff motivation. This enables the organization to design a customized Employee Engagement Plan to build on the strengths and address weaknesses revealed in the employee survey.
Workforce Engagement Metrics
“You can’t manage what you can't measure”. This quote is widely attributed to W. Edwards Deming, Peter Drucker, Robert Kaplan and other management gurus; and its broad parentage is a testimony to its validity. At The Pleasure of Your CompanyTM, we measure the important aspects of Empowerment, Commitment, Work-Life Balance, Job Nature, Career Growth, Performance Management, Work Relationships and other factors to assess engagement levels of employees for each of these factors, as well as deriving a composite employee engagement score.
Enable Employee Involvement
Successful organizations involve employees in all aspects of planning, organization, operations and evaluation. Employee involvement increases the worker’s understanding of the business, the way in which her role interacts with other employees, and the importance of her job to the success of the team. Although these management functions are traditionally performed by executives and middle management, involving individual contributors in strategy, operational planning and analysis can frequently bring new ideas, perspectives and productivity increases.
Encourage Worker Feedback
Employees often have innovative ideas and solutions to organizational problems, but sometimes are reluctant to come forward with these. Empowering employees to provide feedback on company plans operations and communications can prevent mistakes, save money and increase customer satisfaction. It is important to create appropriate employee feedback communication channels to surface these ideas, and organizations should err on the side of soliciting more feedback from employees.
Strengthen Employee's Engagement and Commitment
A common thread for all these aspects of employee engagement is the need for frequent and candid communication among management and employees. Internal communications can be initiated by a manager or employee, but it is management’s responsibility to establish a work environment that encourages essential communication to take place. We are all wary of excessive memos, meetings and electronic communications, and these can create ‘noise’ that obscures important messages. Managers need to moderate the nature and quality of communications to strike an effective balance.
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