Do you ever suspect that the surveys your company uses to measure employee satisfaction and engagement are getting things badly wrong? Do HR initiatives based on these surveys fail to deliver results? If so, you may have a big problem.
Employee Surveys Quality of Work Life employee engagement Human Capital Management
People want to be happy. And happy employees create tenable results. Effective managers support their teams, which raises employee engagement, thereby increasing the bottom line.
It’s the end of a long day and you’re eyes start to glaze over. You try to stay focused but your thoughts are being replaced by inertia and lack of motivation. Sound familiar? Getting distracted or being over-worked and tired is a commonplace sentiment that can lead to a severe dip in productivity. It not only affects your workflow, but can also affect the well being of the entire team as well.
We live in a society where speaking your mind or facing difficult issues head-on is often looked at with derision. In team settings, most frustrations are glossed over and people are often told to ‘let things slide’. While rejecting drama and politics can be a productive approach, what happens when a major issue arises? Most companies are not prepared to deal with difficulties, and this often results in mounting tension and persistent dilemmas that obstruct workflow. However, what if you could use science and technology to help solve these important issues in real-time?
"Employee engagement" and "company culture" are hot topics in the HR Tech world these days, and for good reason. The two go hand-in-hand in creating a better work environment. What you probably don’t see too often, though, is “human capital productivity.” However, as unknown as it might be, it’s importance is extremely high.
Many people look at organizational culture as the glue that creates strong bonds within a given workplace.
There is an age-old battle between what we think needs to be done and how we think we should do it.
An efficient person can do things quickly and well, but how effective are they ultimately?
Do they retain the original goal when they have finished?
An effective person will ultimately hit their targets, though it may take longer and be more arduous than their predecessor.
So which way is correct? And is it possible to have both?
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Micromanaging. Every office workers death stroke. I have never met anyone who likes to be micromanaged, going about having his or her every action scrutinized. It is one of the least effective management techniques. Yet is practiced widely by leaders everywhere.
So what is the polar opposite of micromanaging? It can be encompassed in one word: delegation. Giving your employees opportunities to learn and grow can drastically alter both productivity and workplace well being.
Here are 4 benefits of delegation that you may not have considered:
What this tells us is that we no longer have to work at the same time or work from the same spot, to work together.
So what does it take to keep everyone connected and create a sense of shared purpose?
Still think you don’t need an employee engagement plan? Think about this: Unengaged employees cost US businesses over $500 billion per year in lost revenue. Even just one unhappy employee can put a wrench in all of your best efforts to improve office culture.
While it may seem like a lot of effort, an effective employee engagement plan is really just about opening the lines of communication and creating an operational mission that reflects this.
Check out our tips below for a few simple steps that can make a big difference.
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