This guide is about a powerful idea known only to a few of the world’s elite executives. The funny thing is that this information is not top secret. For years, people have researched, written, and talked about employee engagement. And top executives have practiced and improved over the decades to create extraordinary value in their organizations.
However, for a variety of reasons, the vast majority of chief executives, vice presidents, directors, and HR employees understand only half of them – this guide is designed to change things.
Why this Employee Engagement Guide?
Understand the fundamental reason why the best drivers make it to the top and leave everyone in the dark. I want you to understand how they maximize the talent potential of their teams, no matter what company they join.
On your own, you and your organization will not be comfortable figuring out the best way to do this. After all, it’s just a thought. To be like top executives, you need to work closely and spend many hours experimenting with your team, all to improve employee engagement to improve business performance. Just like learning to play a high-level instrument or sport, you need to understand the steps needed to improve and then practice, practice, practice.
Goals for you:
1. The main purpose of this guide is to get you thinking about employee engagement in the right way.
We’ve talked to a lot of people about how to increase employee engagement and motivation, and most of them are doing the wrong things. So even if they try, they won’t succeed because they end up working on the wrong things.
2. The second goal is to motivate you.
No, you probably won’t be the next Sheryl Sandberg. But most managers can build highly engaged teams if they learn the right steps to improve and strive to follow those steps.
What is employee engagement?
You need to understand what it really is.
According to Wikipedia, employee engagement is “a characteristic of the relationship between an organization and its employees”. An “engaged employee” is defined as someone who is completely concerned and enthusiastic about their work and therefore takes positive steps to promote the organization’s reputation and interests. . ”
Strategies to increase employee engagement
Improve your recognition skills in the workplace:
One of the first things you can do to ensure you set the tone for highly engaged employees is to strengthen your recognition program.
1. Contribution-based recognition
87% of recognition programs focus on ownership rather than contribution and commitment. Especially with a strong Generation Y workforce, where the average tenure is between 1 and 3 years, your new workforce is unlikely to suffer the effects of recognition programs focusing on the 5th anniversary.
2. Make it personal and avoid competition or play
The most successful recognition is very personal. The value of highly personalized rewards cannot be underestimated, even for stability-based birthday gifts.
It’s also a good opportunity to reinforce employee value because they stay so long – while bad rewards like keys and plaques can demoralize an employee who feels unappreciated, having a reward in mind or waiting for it is a good motivator to continue in times of low morale.
3. Provide peer recognition opportunities
Unfortunately, few companies offer peer recognition features. Peer-to-peer recognition can be one of the easiest ways to make employees feel connected and recognized without the need for an expensive reward campaign.
Recognition isn’t difficult to implement and doesn’t have to cost a fortune, but it’s important to understand what existing programs don’t do and how to integrate them.