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Why employee engagement really does matter...

Posted By Amy Leslie, CEO at Perspective Consulting, Inc. , Tuesday, February 14, 2017




Employee engagement may be the "buzz" word of 2017, because it continues to top the list of concerns for executives this year.

You may be saying, "So what? Our employees don't love us and their work? Some days, we don't love them so much either. Isn't that normal?"

Yes, unfortunately, it is normal, since according to research, less than 15% of employees are actually engaged at work. However, while the norm is disengagement, you should care about being better...Why? It's costing you money.

According to Gallup's calculations, actively disengaged employees -- the least productive -- cost the American economy up to $350 billion per year in lost productivity.


OK, now we are listening...What do we do about it?

Here are some practical tips to employee engagement from Bob Kelleher, author of LOUDER THAN WORDS: 10 Practical Employee Engagement Steps That Drive Results

1. Link your engagement efforts to high performance: Employee engagement is not about employee satisfaction. The last thing you should want is a team of satisfied but underperforming employees.

2. Employee engagement starts at the top: Most studies show that a key employee engagement driver is the actions of senior leaders. Leaders must demonstrate support for an engaged company culture by personally living their company’s values.

3. Engage first-line leaders: The old adage, “employees join great companies, but quit bad bosses” is true.

4. Focus on communication, the cornerstone of engagement: Successful leaders recognize the power of a robust communication plan, one built on clarity, consistency, and transparency.

5. Individualize your engagement: Your philosophy should go beyond “treat people they way you want to be treated;” the new mantra is “treat people the way they want to be treated.”

6. Create a motivational culture: Leaders cannot motivate employees long-term. Leaders must create motivational cultures with an engaged workforce where employees can flourish and motivate each other.

7. Create feedback mechanisms: Companies need to ask employees what they think; employee engagement surveys are a great tool to assess an organization’s pulse.

8. Reinforce and reward the right behaviors: Employees are incredibly motivated by achievement, not money. Money can disengage if employees perceive unfairness.

9. Track and communicate progress: Employees are no different than leadership -- they both want to work for a ‘winning’ organization. Leaders need to reinforce “line of sight” by telling their employees where they’re going, how they’re performing, and where they fit in.

10. Hire and promote the right behaviors and traits for your culture: Although we place much emphasis on one’s educational background and skills, people generally succeed or fail because of their behaviors and traits (remember that soft skills count.)


We encourage you to contact a KRHA Allied partner if you have specific questions regarding this topic. 



 Perspective Consulting, Inc.

 Amy Leslie


Tags:  HR  human resources 

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