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8 Steps You Can Take to Empower Your Workforce
Posted by Insightlink on 04/15/22
Since the pandemic began nearly two years ago, companies have had to reshape their focus on employees and the human impact the pandemic has had on their personal and professional lives. Many companies and their HR leaders have had to pivot and think outside the box to address employees' needs, retain employees, and keep organizations thriving as a result of the Great Resignation.
Many employers have been delayed from returning to work because of the Omicron variant, and millions of workers have been impacted by long-haul COVID. Yet HR leaders everywhere are helping companies to design more feasible employee engagement plans.
Employee engagement has been garnering increasing attention in the last decade and many companies have developed strategies designed to help them get the most out of their employees. The key to engagement is more than coercing employees to work harder and do more. It is also about developing productive working relationships and a conducive working environment where employees can make the most of their skills and abilities for the benefit of their employers and themselves. Leadership and management have a vital role, which is to motivate and inspire others, to lead the team, and to create a work environment that can facilitate collaboration.
What Is Employee Engagement?
Engagement is defined as the degree of mental and emotional connection employees have to their jobs, their teams, and their organization. Employees who feel a sense of belonging to their organization hustle harder, stay longer and even motivate others to do the same.
Benefits Of Employee Engagement for the employer:
Benefits Of Employee Engagement For Individuals
In Gallup's State of the Global Workplace report, only 15% of employees worldwide are engaged in their jobs. (Source: https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx)This means they are emotionally committed to contributing their time, talent, and energy to the organization. It is easy to see why this poses both a serious challenge for most leaders and managers at this time - yet also an incredible opportunity for companies that master employee engagement.
Today's business environment is highly competitive and constantly evolving. To successfully compete and dominate their segment, organizations are required to grow faster, which often leaves little time for managing financial goals. To meet organizational goals, managers need to learn to manage themselves, their teams and accomplish organizational goals at the same time.
There are three types of employees in any organization:
Actively Engaged: Employees who are highly engaged are dependable and dedicated to the organization. The roles they hold make them excel and fully utilize their talents. Their work ethic is contagious, and they take on responsibilities outside of their position description. More engaged employees tend to be more likely to emerge as leaders and remain with an organization for long.
Disengaged: It is not always easy to identify disengaged employees since they are often quite happy in their jobs.However, they do the bare minimum and do not have a sense of ownership or commitment to the company's mission, vision, values, or goals. Neither productivity nor profitability is important to them. They are often less customer-focused. Having workers like these on your team can be both a threat and a great opportunity - because if they are managed properly, they can be turned into engaged employees who thrive at the organization.
Actively Disengaged: An unhappy employee can negatively impact others around them as well as add to the toxicity of the organizational environment. Moreover, most of them have well-respected skills in their area of expertise, which makes it even worse to pick them out. Because they know their job well and are adept at it, they often exert considerable influence on others. It is difficult to turn them around to be better employees.
A manager or the leader of an organization should ask the following question to his employees to gauge whether they feel an affinity towards their organization. As far as my work quality is concerned, I know what is expected of me.
I have the resources and training needed to excel in this role.
My manager acts in my best interests. I trust him.
Eight Powerful Steps to Improve Employee Engagement
Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
How many of each do you have?
AboutInsightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.
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