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Leo Price
Leo Price

The Top Tens Of Employee Engagement - Employee ... __EXCLUSIVE__


My colleagues and I at the ADP Research Institute recently finished conducting a global study of resilience and engagement, looking at levels of both across 25 countries in 2020. We surveyed a minimum of 1,000 people per country, for a total of over 26,000 participants. Our hope in conducting this research was twofold: first, to help leaders become more engaged and resilient in their own lives, despite the deeply unsettling events of the past year; and second, to identify ways that leaders can build engagement and resilience in their employees.




The Top Tens of Employee Engagement - Employee ...



In our recent report on the state of retail in a Covid-19 world, we uncovered how employee engagement has a direct impact on productivity and subsequently, business profits. Brands with a high level of engagement saw a 15% greater productivity rate with 26% less staff turnover and 20% less absenteeism. Those who invested in their people programmes also featured higher than their competition in regards to overall business productivity.


Employee engagement is not just about happiness and satisfaction. Rather, it is the commitment your workers feel towards your business. If an employee is engaged, they are motivated, they are productive and most importantly, they care about their role and your company's success.


Ensuring your employees are engaged is crucial for overall business performance. Done successfully, it results in a 'family' of colleagues who are driven by emotion - rather than their salary or next promotion.


Well, apart from (hopefully) increased productivity, better staff retention and lower labour costs, you'll notice day to day changes in your worker's behaviour. It could be the employee who always provides top customer service no matter the circumstances. The shop floor team who keep their store in tip top condition. The colleague who volunteers for overtime without question or completes tasks to the highest standards without supervision. Once you begin to drive engagement in your workforce, you can immediately start to reap the benefits.


Research shows that 80% of employees feel engaged with their work when it aligns to the company values (IBM). Outlining your mission and business proposition is crucial for connecting with your people. Not only does this provide a clear cohesive vision in which you all work towards - individuals will feel a part of your wider strategy too. Create a concise message that employees and future hires can relate to, tying it into your communications and goal setting practices.


The main considerations for driving a positive managerial relationship are approachability, availability, trustworthiness and empathy. Having an understanding manager who looks out for your needs is perhaps one of the biggest employee engagement drivers.


Combined with the above, employees need to feel respected, particularly by their senior leadership team. Fair treatment considers a range of indicators from pay to workload to progression. For shift workers this is everything from matching contracted hours to making fair rotas.


Adopting cutting-edge platforms such as Rotageek reduces the hours upon hours spent creating staff schedules. Not only does this open up time for managers to get back to important work, it improves employee experience too. Staff can enjoy flexibility for a better work-life balance as well as real-time schedule visibility and improved communication.


We take care to make sure our homes are a positive, comfortable space, so naturally the same thought should be applied to our places of work. Whether your employees are office-based, on the shop floor or deskless workers, their work environment will have a direct impact on their productivity and overall job satisfaction.


By implementing the above employee engagement drivers into your organisation, you will definitely see improvements in job satisfaction, productivity and staff turnover. Make sure to track the tangible benefits of your investment by running an employee engagement survey before and after you make a change for the better, so you measure engagement rather than consider it a 'soft' factor.


Employee engagement refers to how motivated your employees are to achieve their workplace goals. While some people use employee engagement interchangeably with employee satisfaction, the two are quite different.Employee satisfaction means that a team member is satisfied enough with their position that they aren\u2019t actively seeking other work. But it doesn\u2019t necessarily mean that they\u2019re committed to giving their 100% to the organization and their role. In many cases, satisfied employees may be more motivated by external factors like salary or benefits than their daily tasks.On the other hand, employee engagement measures how actively involved and emotionally invested an employee is with their job. Engaged employees are excited to come to work, ready to tackle new challenges, and often encourage the rest of their team to strive for success.The relationship between employee engagement and turnover rates is a simple one. Employees who like what they do are more likely to stay in that job than hunt around for new employers.Addressing engagement concerns often leads to improved morale and lower turnover. Proactively maintaining a high engagement rate promotes company success by retaining your top talent."}],"name":"How are employee engagement and employee retention related?"}]}]},"@context":"http:\/\/schema.org","@type":"Organization","logo":"@type":"ImageObject","width":"144","height":"144","url":"https:\/\/officevibe.com\/mstile-144x144.png","@id":"https:\/\/officevibe.com\/#ImageObject","image":"@type":"ImageObject","width":"2400","height":"1260","url":"https:\/\/assets.officevibe.com\/wp-content\/uploads\/2021\/03\/OG-Image-Facebook-1200x630-1.png","@id":"https:\/\/officevibe.com\/#ImageObject1","description":"Join over 50k managers creating better relationships with their teams using Officevibe. Build strengths and tackle challenges so your people can do their best work.","url":"https:\/\/officevibe.com\/","disambiguatingDescription":"A simple engagement platform for busy managers to build trust, strengthen relationships and succeed as a team.","areaServed":"https:\/\/www.wikidata.org\/wiki\/Q13780930","knowsLanguage":"EN-ca, FR-ca","name":"OfficeVibe","knowsAbout":["https:\/\/www.wikidata.org\/wiki\/Q14937678","https:\/\/www.wikidata.org\/wiki\/Q5374302","https:\/\/www.wikidata.org\/wiki\/Q67528917","https:\/\/www.wikidata.org\/wiki\/Q8035058"],"sameAs":["https:\/\/www.youtube.com\/channel\/UCb6AVUSf2JH2iLsms3mGTsw","https:\/\/www.linkedin.com\/company\/officevibe\/","https:\/\/twitter.com\/Officevibe","https:\/\/www.facebook.com\/officevibe\/"],"@id":"http:\/\/schemaapp.com\/GSoftOrganization#SharedDataItem"]"@context":"https:\/\/schema.org\/","@type":"BreadcrumbList","itemListElement":["@type":"ListItem","position":1,"name":"Blog","item":"https:\/\/officevibe.com\/blog\/#breadcrumbitem","@type":"ListItem","position":2,"name":"How to improve employee engagement and retention","item":"https:\/\/officevibe.com\/blog\/employee-engagement-retention#breadcrumbitem"]window.schema_highlighter=accountId: "GSoft/Officevibe", output: false Officevibe PlatformOverview


As the Great Resignation shows no sign of slowing down, knowing how you can improve employee engagement and retention will not only save time and resources but will spare you the heartache that comes along with losing and trying to replace exceptional talent.


Being proactive about employee retention often correlates with being proactive about employee engagement. Engaged employees are more likely to enjoy their work and are less likely to seek out other professional opportunities.


Employee engagement refers to how motivated your employees are to achieve their workplace goals. While some people use employee engagement interchangeably with employee satisfaction, the two are quite different.


On the other hand, employee engagement measures how actively involved and emotionally invested an employee is with their job. Engaged employees are excited to come to work, ready to tackle new challenges, and often encourage the rest of their team to strive for success.


Improving employee engagement and retention may feel like an overwhelming task, especially in companies with high attrition and low job satisfaction. The good news is that there are an array of cost-effective employee engagement solutions that will reduce turnover costs while simultaneously boosting employee wellness and effectiveness in the work environment.


The onboarding process is often the first interaction an employee has with a company. New employees will often feel uncertain about their position in the organization, and neglecting them at this point will often lead to poor engagement and retention.


Fostering an inclusive company culture can be challenging, especially as most employees and managers will be skeptical at the start. However, with consistency and hard work, any business can improve retention and employee engagement through a more positive, open culture.


One of the best ways of gauging and improving engagement is to ask your employees what they think. Even the process of collecting employee feedback can engage employees, as they feel more in control of their jobs, expectations, and company culture, especially when they see their input taken seriously and implemented.


One of the biggest culprits of low employee engagement is a lack of recognition. If you treat employees like cogs in a machine, they will start to feel disposable and invisible. Soon, they will likely leave for a company that values them as individuals.


A common employee engagement strategy is to provide regular recognition for employees who have exceeded expectations or added value to the company. Recognition shows that your business values them and motivates their colleagues to challenge themselves to achieve the same level of recognition.


A healthy work/life balance is the key to keeping employees motivated and engaged. Human resources professionals have noted that employees who spend more time at work are at higher risk of burnout and performance decrease than those who feel they have the time to pursue personal interests. 041b061a72


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