Tag Archives: empowerment

October Engagement Rates Remain Stable

We’ve talked a lot this year about Gallup’s Daily Survey to measure employee engagement rates in the US. Back in the beginning of the year we experienced some higher than normal rates, then followed by relatively similar rates since then. The survey shows for the month of October, out of the random sample of 7,273 employed US adults aged 18 and above, an average of 32.1% considered themselves to be engaged in their jobs.

Engagement is classified based on its key workplace elements including staff feeling that their opinions are listened to at work, having the opportunity to use their talents each day, and having support from leaders or managers who encourage their individual development.

Engaged employees are more enthusiastic about their own work and the success of the company as a whole, meaning that they can significantly impact a company’s productivity and success. According to Gallup’s previous in depth research, employee engagement is linked with business outcomes that directly affect an organization’s bottom line.

Interestingly, employee engagement in the US is experiencing its longest period of stability since the Gallup Daily Surveys began in 2011. As of March 2015, monthly averages have remains at a similar level- whereas in the past they have tended to fluctuate greatly over the course of the year.

In 2015 alone the engagement metric has been higher than it was between 2011 and 2013. So far this year it hasn’t fallen below 31%, and if the average above 31% continues for the final months of the year, the 2015 average will be slightly above last year’s average of 31.5%. The most engaged year yet!

Of course, while the stability and the figures are all positive, it still shows that the majority of the US workforce is not engaged- and on average, the nation has only two employees per “actively disengaged” employee. So it’s safe to say there is a ton of room for growth.

Read more about October’s engagement rates here.

4 Steps to Boosting Employee Engagement

One of the biggest challenges and concerns of business leaders today is engaging and retaining employees. A recent article on the Huffington Post site offered hoe to steps to ensure that staff feel more motivated at work, and feel like they want to stick around.

  1. Profit-sharing
    Employees can feel disheartened and frustrated when they see the fruits of their labor- for example, company profits- only benefitting those at the top. Profit-sharing program can provide employees with direct rewards for their hard work, and encourage them to drive the company forward. Alternatively, offer incentives in the form of even tickets, staff dinners and days off.
  2. Added Benefits
    Benefits can boost morale and productivity; while some may look good on paper, they could be a waste of money. Improving working conditions- even simple changed such as office chairs- and wellness programs will make staff feel fit and healthy for work, making them more productive in the long run. However, it is important to assess which benefits are valued most in order to make the most of available benefits.
  3. Move the Office Around
    Physical environment plays a major role in our ability to do our job well. Restrictive offices and cubicles could make some feel trapped, while others may feel more focused. It is important to have employees weight in on the physical working environment in order to boost overall productivity.
  4. Maintain an Open Door
    Engagement levels improve when staff feel they can give and receive feedback to their bosses whenever they need to. Having an open-door policy means employees can find solutions to their problems, making them more likely to stick around.

Read the full article here.

EmployeeEnagagment, InternalComms

Boosting Employee Engagement with Helpfulness

A recent article from the Huffington Post offered some new insight on the topic of employee engagement. With so many businesses struggling to get it right, we were excited to hear of some fresh ideas.

EmployeeEnagagment, InternalComms

It’s a proven fact that an engaged workforce leads to better business results. But research still suggests the number of passively or actively disengaged workers in the United States hovers anywhere between 40% and 60%.

The Huffington Post was able to speak with Greg Becker, CEO of Silicon Valley Bank, which was recently named one of the best places to work by Fortune Magazine. Becker states that he feels “the power of helpfulness” has helped them to generate and maintain extremely high levels of engagement within their teams. “We make sure that each and every one of our employees understand how we help our clients and how they fit into that. We’re always looking for ways to connect what employees do directly to the success of the client. This helps employees enjoy their work more, and it also boosts their engagement.”

The technique Becker and many other bosses use of helping employees just as much as their clients seems to be highly effective; and doesn’t cost a lot of money either. Employees receive weekly reminders about how the bank helps clients, through the in house TV program. The video feature a real customer experience, sometimes through an interviewing the customer themselves. This helps staff to understand and appreciate their role in helping.

In addition, leaders reinforce a culture of helpfulness by recognizing employees that represent these values. This includes acknowledging and praising them for helpful behaviors and reminding everyone that being helpful is key to the company’s success, and boosting staff morale in the process.

EmployeeEngagement

Employee Engagement: Four Steps

An engaged employee cares about their company, and that is fostered by a company’s care of its employees. Employers who strive to build a better future for their staff will encourage engagement as well as retain key staff.

EmployeeEngagement

Here’s Four Key Steps

1. Create a Sense of Team

When we know people are counting on us, we typically don’t let them down. To create a strong sense of team, communicate to employees how their role impacts others.

2. Cultivate a Sense of Purpose

Highly engaged employees feel like their work contributes to a larger objective, so communicate that to staff at all levels. It’s often beneficial to seek input from employees on how roles impact objectives. Simply considering all input can boost engagement.

3. Set Reasonable Expectations

 Engaged employees know what is expected of them, and how they are measured. Good employee training, best practices documentation, and simply talking about it in meetings will enable staff to understand what to do, how to do it, and encourage them to care.

4. Generate Opportunities

Employees often want to see progression in their career, so good employers strive to better futures for their businesses by building future paths for employees.

Read the full article here