November 2017 | Engaged2Perform

Planning and Implementing Successful Engagement Strategy? Who is Responsible?

I read an article recently titled “Eight employee engagement strategies that work” that outlined several strategies that could help with employee engagement. Several of these strategies are effective and we promote them as well.  The comment I want to make is that when planning and implementing strategy organizations need to also determine who will be responsible for making it happen to ensure that it is carried out. Is this the senior executives? the HR department?...

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Is the Average Employee Important to Your Business Results? How?

What do you want from your employees? When we ask executives this question here are the most common responses: Primary Wants: Direct Needs from Employee That Contribute to Business Success High productivity and performance: To control labor costs, remain competitive in the marketplace and achieve business goals Maximum Retention and Minimal absenteeism: Most companies are aware of the costs and operational challenges associated with high turnover and absenteeism Innovation: Business organizations need new innovation and...

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Good Manager/Bad Manager and Engagement-Part Two

Last week we wrote (Good Manager/Bad Manager and Engagement) about the problems and challenges associated with leaders and managers who may be negatively impacting engagement levels of your workforce. The article included different actions or steps they are taking that decrease the engagement of their team and employees such as: ·        Micromanagement ·        Lack of trust in the relationship ·        Clarity of roles and responsibilities and inability to set clear expectations ·        Focusing on weaknesses versus strengths ·        And more...

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Good Manager/Bad Manager and Engagement-Part One

We are all human and as such all have strengths and weaknesses. But when it comes to engagement it seems that actions taken by managers can have a significant impact on engagement levels. There are many great managers, and most are committed, conscientious and hard working but, like poor employees, there can also be managers that don’t always lead or manage effectively or successfully. Without the skill and ability to relate and connect with people...

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Coaching for Engagement

An article by our partner Michael Zroback No doubt you have heard the dreary statistics on engagement. In his blog, Torben Rick, notes that, “According to a recent survey on employee engagement in the US workforce from Modern Survey, it seems that only 10% of US employees feel they are fully engaged in the company they work for, 24% are “moderately engaged”, 30% feel they are “disengaged” and a staggering 37% are “under engaged”. It could be...

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