Improve Culture And Employee Engagement – Collaborative employees make the difference between a company that runs smoothly and one that is built for excellence. So how do we go beyond office pizza parties to reach our employees emotionally? What are the most important aspects of employee engagement?

Do a quick search for employee best practices and you’ll find list after list of compelling but vague guidelines. That’s why we took it upon ourselves to analyze the data and get to know the five most important factors of employee engagement, complete with real examples.

Improve Culture And Employee Engagement

According to Forbes, while employee happiness and satisfaction can be an important part of a productive workplace, employee motivation can benefit from both.

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This definition is: “Employee engagement is the emotional attachment of an employee to an organization and its goals.”

While happy employees can make your team sing a happy song and job satisfaction can reduce delays, the real value of employee engagement will be increased traffic so that each employee can successfully perform their role.

This enthusiasm motivates the team members to give maximum effort, in other words, they will do everything to achieve success.

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After all, disengaged employees may block and quit, but they don’t motivate your organization to move forward.

So how do you get loyal employees and make your current employees more successful? Fortunately, there is a large body of research that answers this question.

It won’t scare you, but a bad hire can cost an average of $15,000, and more than half of employees quit within six months if they decide the company isn’t a good fit.

Organize Successful Employee Engagement Assessing And Optimizing Employee Job Satisfaction

Employers are screening employees using actual job photos so that they can better understand how candidates perform and determine whether the candidate has a good idea of the job. Successfully recruit people by looking beyond their unique skills and backgrounds to ensure an attractive workforce.

So how do you find the best employees? The first step is to evaluate the entire candidate. As Gail Norton, director of talent planning, says: “People can have all the skills and knowledge in the world, but if they’re not motivated to do the job or don’t have the right qualities for the job, it’s a dull moment. last.”

This includes pre-employment skills assessment. About 82% of companies use pre-employment aptitude tests to select the most suitable candidates. Many companies use these tests at the top of the page before reviewing CVs and cover letters. Companies can tailor these searches to any specific role that requires a mix of soft and hard skills.

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While hard tests ensure that a programmer knows Python or an engineer can do math, soft tests make four determinations of a candidate’s level of competence for the role. For example, there are tests that assess intelligence, critical thinking, organizational skills, organizational skills, and language skills.

And since employees who align with company values are 13% more productive, consider assessing each candidate’s personality, relevant skills, and values to see if they’re a cultural fit. .

After all, no amount of restructuring, incentives, and training can get rid of an employee who isn’t right for the position or right for the company.

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Creating a good company culture takes more effort than adding fun things to the office. Even if your employees enjoy the ping pong table in the living room, they can’t come close to the organization’s central mission.

Even if you hire candidates who fit your culture, they need to understand what that culture is. Otherwise, you’ve got employees without direction, going through day-to-day tasks without knowing the larger mission or the motivation to do it.

According to the Ivey Business Journal’s 10 C’s of employee engagement (don’t worry, we won’t bother with all ten!), transparency is essential to an informed and motivated employee. As the authors point out, “success in life and in organizations largely depends on people’s clarity about their goals and what they want to achieve.”

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The first step is to decide how you want employees, customers and clients to perceive your brand. Then, make a list of values that align with that desire and stick to it.

For example, when General Dynamics sought to reorient its team after a restructuring that resulted in the loss of nearly a third of its workforce, the company implemented a program to redefine its standards and principles based on employee input. did it.

After a series of pilot studies and strategic planning, GD implemented a number of changes, such as listing employee benefits in its company newsletter. After re-establishing their values according to the employees, the success stories identified employees who exceeded the company’s expectations. .

Organize Successful Employee Engagement Activities Successful Employee Engagement Action Planning

In this example, the company not only gave its employees control over their mission and culture (thus educating them about the organization’s vision), they also rewarded those who were committed to the culture.

Alison M. Conrad, a professor at the Ivey Business School in London, Ontario, talks about what she calls the level of job engagement, which combines to engage employees. He wrote a lot on this subject, but it all boils down to four principles: power, information, knowledge and reward.

Chrysler plants were made to implement a “modern arrangement” in their factories. These agreements changed jobs in the organization by reducing job classifications, setting wages based on qualifications within each classification, establishing trade commissions, and reorganizing job categories.

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Chrysler followed the four principles in Conrad’s article and ended up with 76% of their employees agreeing that they liked the new system better than the old one.

And no one is better suited to encourage and motivate an employee than their immediate manager, which brings us to four of the five factors of employee engagement.

You may have heard that managers leave, not companies. Well, this story is famous because it’s true!

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Going back to the 10 Cs I mentioned above, the first of the Cs is communication: “Leaders must show that they value employees.” No matter how hard a company tries to connect its culture and vision or improve high engagement, an employee can’t perform with a bad manager.

So how do you train good leaders? First, make sure you’re hiring the right people for leadership positions, and then increase communication and transparency.

For example, General Dynamics implemented a different model, changing performance management from an annual discussion to several discussions a few times a year.

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Rather than examining job performance, the discussions covered a variety of topics, including work, problem solving, well-being, and more. After this change, employees reported better work, higher motivation, and a clearer vision of the company as a whole.

Like WestJet Airlines CEO Clive Beddoe, he spent extra time explaining plans and strategies to his employees, even if he was late for the speech. By using his time to listen, answer questions and connect with his team, he set a powerful example of inspirational leadership.

Guess what, here’s another one of those 10 C’s! Two, of course: delivery and compliments. Everything comes down to clear communication.

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“Recognize” means giving employees expectations and feedback based on their performance, while “praise” means giving detailed information like you complained about.

The Hay Group got it right when they said in their research: “Inspection is key to giving employees insight into where they’re going, but most organizations are notoriously bad at delivering.” Oh.

As managers become better at “breaking down” aspects of communication, they learn to break down processes into actionable steps, set actionable goals, practice good listening, and focus on success.

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Once identified, both responses should be of two types: a quick response to poor performance and a quick compliment to a job well done.

How does this work? Stepping outside of the business world, UCLA basketball coach John Wooden was known for keeping detailed records of each of his players, from minor improvements to in-game accomplishments. He then sat down with his players and offered constant, detailed information that showed he cared about what he was doing and gave them a sense of leadership.

So it’s no surprise that 60 percent of employees say they are more effective when they better understand what leaders are thinking, where the company is going, and what they can do to influence it.

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Of course, this all ties in with our recent section on inspiring leadership and attracting candidates who know how to communicate. None of this works in a vacuum!

There is no quick fix to building your organization’s workforce. Building high-performing teams takes time and everyone needs buy-in.

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