There's always new buzzwords in business.
It can seem as though the whole world wakes up one morning and they're like ooohh this is how we make things magically happen in our organisation and we will call it - productivity, motivation, employee engagement...
But while it seems this is the case it's not really how it happens.
Usually there's a company who just seems to be getting everything right, they have a high employee retention rate, high customer satisfaction rate, high profits.... basically every time they're mentioned in the business world everyone else gets jealous.
All the 'others' start thinking, I wonder what they're doing differently?
More importantly they start asking - how do I do it?
Then there's a bit of research to see if chaining this 'one thing' transforms other businesses in a similar fashion.
This leads to loads of stats that consultants, coaches and 'growth experts' use to convince you that you need the latest methods they're pushing.
This is the important factor in the 'buzz'.
In order for someone to make money from teaching you how to do it - you have to want it.
You have to need it so much you'd sell your left (or right) arm just to have it.
The only way anyone is going to do this is if they truly believe this 'one thing' will magically transform their organisation overnight.
And how do they do this?
Marketing, sales, PR...
Peddling anything and generating need is the same across all organisations and industries.
Hey, we do it too.
In fact I'm doing it right now.
18% of those currently in management roles demonstrate a high level of talent for managing others
David Grossman (2015)
I threw in a random stat which is making you think Oh gosh this is bad.
You're thinking - only 18% of my managers are any good at managing people...
What about if I said...
82% of employees said it’s very important that their organization address the employee engagement problem
David Grossman (2015)
Now you're thinking - jeeps my managers are useless and my employees know it.
You're thinking I probably need to do something about this.
What if I then kicked you in the virtual teeth and told you that:
Susan Sorenson (2013)
You're now fretting.
Your managers are rubbish, your employees know it and your company is about to go out of business all because you don't know how to do this employee engagement thing.
Let's get back to helping you understand what employee engagement really means.
So you can stop fretting and actually enjoy your day.
It's truly simple.
It's something that's woven into every job description of every team leader, supervisor or manager.
It's just engaging with your employees positively.
It means treating them like they're human.
It means allowing them some autonomy in their role so they feel trusted and important.
It means not berating them in front of the entire organisation for a mistake.
It means trusting them by giving them the opportunity to do their own work without you breathing down their neck every 5 minutes.
It also means rewarding someone for their part in the business success no matter how small their part (and I don't mean blackmailing them with huge financial bonuses).
I'm sorry if you're thinking it can't be that easy, or as if you've just been conned into reading a blog which hasn't given you the magic pill your business needs.
Trust me it really is that simple.
Employee engagement is quite simply making your employees feel good about being part of your organisation.
How you do this is up to you.
Every organisation is different.
But before you try and work out the how, you probably need to work out just how bad things are right now.
Click the button below to grab our free employee engagement checklist so you can start on the road to organisational recovery.
Have a great day & catch up with you soon - Katie.
p.s. if you're clambering for more then check out this fantastic blog post by Advance Systems which looks at ways to engage your employees throughout the organisational lifecycle. Simply click the link below & enjoy!
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