Employee engagement should always be looked at as a tool for the purpose of reaching the organization’s goals and its success. As we keep that in mind, it is important to evaluate each action we take in relation to employee engagement in the light of progressing towards the
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Sounds simple? Well, not that simple at all. Here are some common challenges when it comes to employee engagement, and some practical ways to tackle them:
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1. Whose job is it to make sure that employees are engaged?
While the tendency may be to say that managers are responsible for employee engagement, it
Personalized NFL Football Jersey works much better when employee engagement becomes everyone’s responsibility. We call that culture driven engagement. Culture driven engagement views employee engagement as part of the company’s overall culture. In culture driven engagement, employees would be encouraged for involvement with the company beyond their defined role, which would be perceived as caring for the company and being invested in its
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2. How to make sure that employees truly care?
A clear understanding of the importance of what the company does and a clear understanding of its vision, strategy and contribution to its customers, goes a long way in employees loyalty and sense of identification with the company’s goals. Oftentimes, the goals are perceived differently by employees than how they are defined by the company. It is important to clarify that. As a general rule, clarity is the best friend of employee engagement- clarity of company’s
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3. How to get leaders engaged in the process of increasing employee engagement?
Leaders get involved in employee engagement both explicitly and implicitly. Explicit involvement of leaders is demonstrated through active actions that indicate to employees that they care: talking to employees, engaging employees in brainstorming processes, and being attentive to
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As a general rule, the best tool for employee engagement is awareness. It is easy to blame an employee for their lack of engagement, but in many cases, a low engagement level may be
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