Congratulations on Your Engagement!

Employees photo by Andrew Huff“Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.”–Zig Ziglar

 

Over the course of my 20 years working with organizations I have observed that leaders and supervisors are increasingly aware that they do well when their employees do well.  Doing well implies that their employees are not only satisfied, but engaged. Employee engagement affects organizational outcomes, including the bottom line. Engaged employees will invest significant energy to complete their work and achieve positive organizational outcomes. Companies that ignore employee engagement risk putting themselves at a competitive disadvantage. And while we often emphasize the importance of monetary incentives, research shows that, in many cases, this is not a primary motivator. So what can a leader do to retain their staff and show them they understand the significance of individual employee contributions?

One of the first things to understand about cultivating an environment of positive employee engagement is that it is a multidimensional concept. In Gallup’s Q12 Employee Engagement research, employees ranked the work itself, relationships with co-workers, opportunities to use skills and abilities, their relationship with their immediate supervisor, and the contribution of their work to the organization’s business goals as factors that most often lead to engagement.

There is much that leaders can incorporate into their organizational practices. This includes:

  1. Discussing the research behind employee engagement and using it to more effectively respond to human motivation in the workplace
  2. Understanding the role good communication skills play in eliciting optimum employee response
  3. Examining the ideal conditions under which employee engagement can be maximized

When you have taken the steps to help your workers feel more invested in their positions, you will discover advantages, such as less absenteeism, a higher retention rate, and a staff that is willing to go beyond their job description to make your business a positive experience for the communities you touch. Please contact me at http://www.deyoungconsultingservices.com/contact/ if you would like to know more about employee engagement consulting offered by DeYoung Consulting Services, LLC.