Employee Engagement Will Remain a Top Concern in 2018
I was recently in a meeting with human resources professionals where the subject of employee engagement came up. And it’s obvious after that conversation, the term “employee engagement” has officially jumped the shark.
So, you might be asking yourself, “Then why are you writing about employee engagement?” It’s a great question. The answer is because, regardless of what you call it, employee engagement is important. Organizations want need what engagement creates (even if they don’t like the words). Here’s some articles about employee engagement that can help you create an impactful strategy.
Employee Engagement: The Best Time to Do It Was 20 Years Ago
A highly engaged workforce offers benefits in productivity and retention. So, we know engagement is critical. Here are 7 tips and resources to help.
If you had to explain employee engagement in one sentence, what would you say? The X Model offers a concise explanation of engagement.
Engagement Isn’t a One and Done Activity
Engagement doesn’t come with a switch. It takes planning, nurturing, reinforcement and coaching. Companies should be ready for peaks and valleys.
Employee Engagement Is Everyone’s Job
Employee engagement is more important than ever. Retaining and attracting the best employees requires a great company culture. And that’s everyone’s job.
The Key to Employee Engagement: Your Net Promoter Score
Can you accurately measure engagement? Employee Net Promoter Score (eNPS) links engagement to candidate referrals.
Engagement Surveys: 4 Planning and Execution Must-Haves
We know the value of engagement and using surveys to develop programs. Proper planning and execution is crucial in engagement surveys.
The Single Question that Drives Company Culture
Company culture plays an important role in recruiting and retention. But what drives company culture? Ask one question to help determine your culture.
HOW TO: Turn Your Engagement Survey Results into Action
Engagement surveys give employers a wealth of information. Here are three steps to turning your engagement survey results into action.
Increase Engagement and Retention with Better One-on-One Meetings
Communication helps managers drive employee engagement. One-on-one meetings are more important than ever to grow engagement and improve employee retention.
Organizations Must View Engagement as a Long-Term Business Activity
We know the value of engagement. We must view engagement long term, set realistic expectations, and focus on culture.
Employee engagement isn’t going anywhere. That being said, HR pros and managers have to take engagement seriously. Organizations are spending a lot of resources to achieve the results associated with an engaged workforce. The needle must start moving within our organizations.
If your company is looking for a way to create some momentum around engagement, check out Lori Michele Leavitt’s book, “The Pivot”. It outlines the four stages of a well-orchestrated change along with six key indicators to start tracking. The book includes a code which allows you to take a short (8-minute) assessment that will help with understanding your company’s readiness to take on such a challenge.
Image captured by Sharlyn Lauby somewhere off the coast of Miami, FL
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