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10 Employee Engagement Ideas Managers can apply

10 Rules of Employee Engagement to apply

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…




#1

Be clear about what you mean about engagement


#2

Ensure senior management are fully invested in it


#3

Clarify how you will measure engagement and identify the contributing factors


#4

Ensure everything you do supports your core purpose and values


#5

Where action is required, acknowledge that a single intervention is unlikely to be successful. It will have to be supported elsewhere in the system


#6

Keep the lines of communication and consultation open


#7

Wherever you sit in the organisation, collaborate with your colleagues. They may have more useful levers to pull than you do


#8

Engagement is not an event; it is an ever ending journey


#9

Look for and measure the impact of engagement in your business results and link them to objectives


#10

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.


Leaders Guide to Employee Engagement

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