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The pandemic and its impact on where and how we work has spurred a louder conversation about organizational and team culture.
PowerPoint animations are indeed incredibly useful, versatile, and effective, allowing you to do all sorts of things.
Defuse the Bomb: Making DEALS with Alphas I am consistently surprised by the number of executives who are aware of bullying, but don’t take action.
When organizations are confronted with situations where they just aren’t achieving the level of buy-in that they were expecting or hoping for, it often helps to start your analysis by thinking back to Dr.
After reviewing what seemed to be an endless number of resumes for a key position, I asked the members of our team, the selection committee, to narrow the candidate pool down to five.
1. Onboarding and Training. If an employee doesn’t have a handle on their responsibilities, they won’t be engaged. Instead, they’ll be confused, frustrated, and rushed to catch up, which leads to disengagement. With a successful onboarding and training program, employees will learn how to effectively do their job. This is the time they can engage with you and ask questions, offer ideas, and voice concerns.
2. Set Goals and Promote Accountability. To engage employees, you need to involve them in understanding and reaching business goals. You should set annual, semi-annual, quarterly, and monthly goals so employees have something to work toward. Employees want to know how they contribute and how their work affects your business as a whole. Targeting and achieving goals supports a high-level of employee engagement.
3. Acknowledge Your Employees. Employees can quickly become disengaged if they feel like they’re invisible. Your employee engagement management should emphasize acknowledging employees for their hard work, but to truly engage employees you should provide a sense of comfortability and camaraderie with your business. It’s important to develop a relationship of mutual respect and friendship between employer and employee.
4. Focus On Employee Development. Surveys have shown that most employees view personal development as important in their jobs. They want to develop their skills and continue challenging themselves. They don’t want to do monotonous tasks that require minimal effort. Engaged employees constantly use their mind and enhance their skills. Allowing room for growth in the position, or offering educational assistance shows employees that you value their career growth.
5. Avoid Micromanagement. If employees are told exactly what to do and how to do it, they won’t have the time or motivation to engage with the work. Employees can’t be engaged if they don’t have freedom in how to do their jobs. Micromanaging can lead to a decrease in productivity, lost morale and actively disengaged workers. Encourage employees to work on their own, come up with their own ideas, and bring those ideas to the table.
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