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The Second 'C' of Employee Engagement
Posted by Insightlink on 10/02/14
4 Steps to Creating Opportunities that Matter
Career advancement is the second ‘C’ of employee engagement. It’s impact on an employee’s attitude towards their organization cannot be underestimated and has been proven to contribute to employees feeling a deep connection to their place of work. When employees think they have a future with their current organization, that there are opportunities for career advancement or career enhancement, then they are more likely to approach their jobs with passion and pride.
If your employees aren’t provided the knowledge and tools to do their work successfully and they don’t have meaningful work opportunities then, over time, they will feel stressed and frustrated. These side effects cost employers through turnover, diminished productivity, a demotivated work force, and so on.
Here are 4 steps to mastering career development in your organizations:
To retain their employees, managers need to embrace career development and create opportunities to discuss career paths with their employees, while focusing on understanding employees’ unique career goals. If you want a true measure of your employees’ opinions about how well you are providing these opportunities, it might be time to ask them, using a custom-designed employee survey. Once you identify your weak spots, then you can go about making changes that will help you connect with your employees in ways that have impact and meaning and help them grow and succeed.
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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Good info on how to write surveys.
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Online Employee Exit surveys.
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