10 Rules of Employee Engagement to apply
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Employee Engagement may not be as difficult as it may seem. Here are some ideas to keep in mind…
Be clear about what you mean about engagement
Ensure senior management are fully invested in it
Clarify how you will measure engagement and identify the contributing factors
Ensure everything you do supports your core purpose and values
Where action is required, acknowledge that a single intervention is unlikely to be successful. It will have to be supported elsewhere in the system
Keep the lines of communication and consultation open
Wherever you sit in the organisation, collaborate with your colleagues. They may have more useful levers to pull than you do
Engagement is not an event; it is an ever ending journey
Look for and measure the impact of engagement in your business results and link them to objectives
Recognise, reward, celebrate and reinforce what you are doing well – keep doing it!
Why engagement matters
- Only 30% of employees in a recent Gallup poll said they felt engaged by the work they do.
- Less than half (49%) of the employees surveyed by ADP said they felt their company’s executives created an environment that drove high performance.
- When disengagement leads to employees leaving a company, the cost of training new replacements can represent 48% – 61% of the position’s salary, according to a ADP study.
Given those statistics — and the stakes that come with them — it’s clear that workplace engagement is key for any organisation looking to stop loss and champion progress.
Employee engagement can deliver huge benefits to business. When things go wrong, a lack of engagement can have serious effects.
Learn more by downloading our Free Leader’s Guide to Employee Engagement.