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Employee Engagement is love

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Employee engagement seems to be a hot topic in every organisations’ agenda. Many studies showed a direct correlation to productivity and performance, employers are extremely interested in getting the most out of their people.

We all know that employee engagement is about people, however employers look for reward strategies to motivate and engage them, this includes financial rewards, family support, health benefits and personal development.

Employers tend to forget that human engaging strategies are the most rewarding. Latest research shows that not everybody is interested in a pay rise or a promotion, the trend shows that an increase of praise from senior leadership and direct managers are now most appreciated.

If employee engagement is about people...a questions springs to mind...How can I make people happier, more involved, more satisfied and therefore more engaged ?

You can start by looking at finding ways to connect on human level, showing an interest to the other individual’s life including family circumstances and getting to know them well is a great way to start. We are talking human being, so finding ways to bring a good feeling to them by praising their efforts and every single thing that they do well. This represents a huge opportunity to engage and that’s where many businesses miss out, possibly their leaders, managers, or executives don’t have that awareness yet.

Bearing in mind humanity and the need to support each other on a human level. Ask yourself the question….do I feel that your line manager or boss actually cares about me ?

Once again show your staff that you care, not by telling them, but showing them with actions, kindness and respect go a long way.

When talking to clients about employee engagement I always mention the importance of human character traits such as loyalty, sincerity, generosity and trust. This is the core of employee engagement, although many organisations see rewarding performance as employee engagement. This approach is highly risky and a short term strategy that does not only disengage people in the long run, but also disincentive sustainable engagement which I believe that’s what every organisation is looking for in the first instance.

In conclusion always remember to treat people as the best as you possibly can, cultivating happiness, trust, respect and mutual concern. People will reciprocate in the same way, it’s a very simple principle. Try not to have an agenda behind your strategies, people will respond better to genuine initiatives not business strategies. To achieve the most rewarding results….think people, not performance, not rewards, not finance, not markets, but people.

People will engage with people, employee engagement at its best is simply sharing humanity, concern, life and love.

If you feel that I can help your organisation with employee engagement strategies, including programmes , workshops and keynotes - please contact me via Linkedin or e-mail me [email protected].

One Response

  1. These suggestions seem like

    These suggestions seem like good ones, however, you might need a proper tool in order to ensure that you are communicating with your team as well as you should be. Here at Onboardly, we use a feedback tool called 15Five (15Five.com.) It is a 15 minutes questionnaire created by team leaders that employees fill out. Team leaders then take five minutes to review the answers and give feedback to their employees. It works very well for us because it allows for an open discussion of someones concerns or another's positive feedback. We are lucky enough to have a small team of five girls and we believe that this feedback tool makes for positive communication waves throughout the office.

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