A realistic goal is to ensure all points of engagement that are appropriate are done in an effective manner so that the exchange is mutually beneficial to the employee and the business. Once an employee loses that desire to go to work each day, you are fighting a losing battle if behaviors of the supervisors do not change.
Employee Engagement Strategies
Article by Jennifer Cook, Director of Operations – Used with permission- Symbiance HR
This edition of our newsletter is dedicated to addressing Employee Engagement using a Three Phase Strategic approach. All three (3) strategies are included in this month’s newsletter.
We are confident you will find value in this information. If you do, please forward this email on to those who you believe could also benefit from the content. Have an HR topic you would like to see in an upcoming newsletter, send us an email with your request and we will be happy to consider the topic for future communications.
There’s Trouble when Engagement is Lost!
It would be unrealistic to expect 100% engagement in any workforce, or even 100% engagement from any individual employee. There will always be conflicting priorities that your employee experiences including family, health, education, community, and income opportunities. Organizations compete with these realities daily, and sometimes ignore the fact that forcing an employee to ignore other priorities in life often is experienced negatively by the employee.
A realistic goal is to ensure all points of engagement that are appropriate are done in an effective manner so that the exchange is mutually beneficial to the employee and the business. Once an employee loses that desire to go to work each day, you are fighting a losing battle if behaviors of the supervisors do not change. Countless times we hear how employees are not focused, performance is dropping, communication has disappeared, and the individual has checked out. This is not uncommon, and many of you reading this right now have experienced this very thing in your own lives. What I encourage is you reflect on those past experiences and focus on what you expected from your employer to change how you felt.
A company that fails to spend the time and resources on their human capital, their greatest asset which is the workforce, will see engagement slowly but surely disappear. All the promises and commitments in the world will not make the employees engaged, nor will throwing money at them. The negativity you might experience in managing a disengaged workforce pales in comparison to what your customers and clients are feeling when they interact with these employees. Your business can experience significant setbacks and loss of revenue if engagement isn’t handled effectively.
I urge you to take this month’s articles on engagement to heart. Take from them the nuggets of gold that will help you improve your strategies and tactics in your organization to produce a more productive workforce and an engaging culture in which your employees enjoy coming to work every day.
Article by Jennifer Cook, Director of Operations
We can help you with these programs and would like to speak with you today about developing your strategy to accomplish eengagement in your workplace. Contact Jennifer Cook, Director of Operations, by calling 888-343-7340 or by email at [email protected] Visit:http://www.symbiancehr.net/