Our survey of over 1,000 managers and employees reveals that while both managers and employees agree that one-on-one meetings are incredibly important, they disagree on how well they’re being done. Read more
Posts Categorized: Engagement
Employees who receive helpful, continuous feedback from managers not only perform better, they’re also much more engaged. Read more
There are three key trends that are driving a needed change in the way that leaders and employees work together. It’s having an impact on organizational structure, roles and responsibilities and the technology used in the workplace. While the changes will be difficult and confusing for many at first, there are some exciting examples of organizations that are blazing the trail. Two keys to success will be a strong focus on culture and enabling technology. With human resources at the pivot point of so much of these shifts, they will play a key leadership role in enabling this change within organizations. Read more
The SoapBox Goal Setting Guide (with worksheets!) came to life in the summer of 2016, as part of our annual company retreat to Algonquin Park. One of the things we wanted to do at the retreat was put some focus on the personal development and growth of our employees.
It’s time to rethink the employee engagement issue. The change we need to make is to redefine engagement beyond an annual HR measure to a continuous, holistic part of an entire business strategy. Here are a couple things we all know:
- A recent survey suggests that employee engagement surveys are largely failing
- Employee engagement is critical to performance, however, most employees today are not engaged
- What gets measured gets done
So if the employee engagement survey is dying, but employee engagement is critical to performance, what should we measure?
Giving employees a sense they have some control over their work and work environment can radically increase how much motivation they bring to their jobs. Read more
The challenge of motivating employees to perform to their full potential is one that every workplace faces. Managers can feel that their staff would be more productive if they were more committed, while employees typically feel overworked and undervalued. So what are the best methods to increase employee engagement and encourage them to bring their full selves to work every day? Looking specifically at rewards or recognition, which is better? The answer of course is that it depends.
With companies like Google and Facebook raising the bar in terms of being “cool” places to work, other organizations are placing more of an emphasis on making their workplace a great one. But to really have a great workplace that employees look forward to coming into every day, you need to go beyond cool offices, perks and unique benefits.
Here are ten of the best practices we recommend.
If you’re in a leadership position, ask yourself: Do your employees trust you? How confident are you? Several recent studies point to a widening trust gap between employees and leadership. These studies show that as leaders, we may be overconfident in how much trust we’ve earned with our employees. And of course, this is alarming news because trust at work is so closely linked to engagement, collaboration, and ultimately, an organization’s ability to achieve its goals. So let this be a wake-up call to re-examine trust at work for your team and your organization and what it takes to improve trust. There are several factors that underpin building trust, but perhaps most important is transparent communications between leaders and employees. Read more
The Service Profit Chain is a theory and business model evolved by a group of researchers from Harvard University in the nineties. The main conclusion is that loyal customers are the result of loyal, engaged employees. Furthermore, leading service organizations are using the model to quantify the impact that loyal, engaged employees have on the bottom line. They’re accomplishing this by looking closely at each step of how their organization creates value for customers. Read more
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