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What Drives Employees To Perform? Part 8
Posted by Insightlink on 05/19/16
Ths post marks the end our 10-part series on engaging employees with a focus on the 10th most important driver, and one of the key secrets, to achieving higher levels of employee engagement and improving retention.
Mission and vision statements provide purpose, promote shared values, establish behavioral standards and maintain employee focus on organizational strategy and direction. (Mission and vision often used interchangeably.)
This concludes the 10 secrets to successful employee engagement. When present, they make for engaged employees and a productive organization and we encourage you to visit our Blog page to go back and read about the other 9 secrets in case you missed any in this series.
A healthy work environment encourages employee satisfaction, engagement and energy toward collectively fulfilling the organization’s key objectives. A healthy work environment is not only a desirable workplace but should also provide the infrastructure to positively impact the effectiveness of the work itself. A healthy work environment should be invigorating, robust, flourishing and flexible enough adapt to change.
The best way, we believe to find out if your employees feel their job is a good fit is to conduct an employee survey and ask them. If we can help please let us know by contacting us at email@example.com for more information, to get pricing click here or, call Lynn Gore at 866-802-8095 ext 706.
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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How to Recognize the Signs Before You’re Burned Out
4 Perks to Look for at Your Next Job
5 Employee Perks that Can Cause HR Problems
Excellent Reasons to Conduct an Employee Engagement Survey
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World at Work
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HR ToolKit Guide to Employee Surveys
Good info on how to write surveys.
Makes 360 assessment surveys easy.
Online Employee Exit surveys.
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