Employee Engagement
With few exceptions, all leaders agree: highly engaged employees outperform disengaged employees. Yet despite the research, the surveys and the focus on engagement, most senior teams report being frustrated at the lack of progress when it comes to building a culture of engagement.
Our partner, GPStrategies has been helping organizations for over 40 years to make engagement a concept that is practical, applicable, and one that resonates with managers and individual contributors alike.
Employee Engagement is an individualized equation. What might engage one person will be a frustration to their colleague next door. Half the team loves social events but the other half find them a bore. Some crave public recognition and some shun it. Some hope for a promotion and a chance to prove themselves while others are breaking under an unbearable workload. So how do we help engage a diverse workforce?
This is one of the biggest challenges for managers and executives alike. Our solutions are designed to dig down to the individual level, improving dialogue and action that helps each individual connect with the goals of the organization and put her or his skills to work.
While measuring engagement levels inside the enterprise may be an important step, we cannot expect scores to improve without some deliberate focus on developing people.
We can help you chart a course of action to deliberately equip your workforce to deliver on their role in engagement. The plan is designed from the surveys’ key findings, your strategic objectives, and any organizational constraints.
Designed to provide practical and actionable insights and a framework for driving shared accountability and action to increase engagement every day. If your organization is like many, you might be survey-weary, frustrated that your annual survey process loses steam during action planning, and does little to inspire the discretionary effort and bottom-line results that high engagement promises. That’s because surveys alone don’t change anything. People — and sound workplace practices — do.
Our approach, therefore, is designed to provide practical, actionable insights and a framework for driving shared accountability and action to increase engagement every day.
Engagement champions will help keep your engagement initiatives alive and your culture on track. Unless your organization is small, you cannot build a culture of engagement on your own, even with the support of senior leaders. Champions allow your organization to:
- Expand the engagement message reach.
- Educate colleagues on what engagement is, why it is important, and how to influence it.
- Help leaders interpret, communicate, and act on survey findings.
- Support managers as they tackle engagement with their teams.
- Help in gathering insights and feedback from the front lines.
Our most successful employee engagement initiatives use a multi-faceted approach:
- Adopt and communicate a clear and practical working definition of employee engagement (not to be confused with mere job satisfaction)
- Demonstrate Senior Team commitment — in deeds and in words — to building a culture of engagement
- Develop a well-planned organizational cascade strategy
- Run an engagement survey on a regular cycle with a focus on continuous improvement of internal results (not a report card against external benchmarks) and achievement of strategic priorities
- Communicate findings and organization-wide action plans in an open and honest fashion
- Establish roles for executives, managers, and individuals in making the engagement of each employee a daily priority
- Develop Engagement Champions throughout the organization to support the initiative in between survey cycles
- Equip managers to involve their team in understanding the findings and increasing team engagement.