Do Not Lose Exceptional Workers - Get Going With Employee Engagement -


Do Not Lose Exceptional Workers - Get Going With Employee Engagement

By Joan P. Wong

You have witnessed it come about many times. An organization that gives top salary and rewards manages to lose a fantastic employee to a competitor with no obvious reason. Obviously, a few employee turnovers can be predicted, but in case your firm is genuinely engaging your employees, there isn't any valid reason for the unforeseen loss of quality employees. A lot of companies already know that wages and rewards are essential to employees, but payment alone isn't adequate to have the highly skilled, motivated and knowledgeable staff your business needs to excel.

What is employee engagement really? Employee engagement is the commitment level and participation a staff member has when it comes to their business and its values.

So what are the characteristics of an engaged employee? We have people who speak in favor of the company to other colleagues, employees to clients and the desire to be a part of the company as well as going the extra mile to help in the company's growth and success. Many of the companies today spend time for employee engagement. But an important thing to keep in mind? Employee engagement is only possible if there's a two way relationship and that is between the employer and employee.

An organization's ability to handle employee engagement is carefully related to its ability to attain good performance levels and superior business results.

Engaged employees will stay with the company, be an advocate of the company and its particular products, and give rise to bottom line business success. Engaged employees also usually accomplish better and are much more inspired. There is a substantial link among employee engagement and profitability. Employee engagement is crucial to the organization that seeks not only to retain valued staff, but additionally increase its level of performance.

Nothing is more discouraging to workers than to get asked for his or her suggestions to see no activity toward resolution of their problems. Perhaps the smallest measures taken to address concerns will let your staff know that their feedback is appreciated. Feeling appreciated will boost spirits, inspire and encourage future feedback.

Having action starts with listening to employee comments. Then this data needs to be examined. Next, a definitive plan of action will have to be set up and finally, change is going to be implemented. It is important that employee engagement isn't considered a onetime stage. Employee engagement needs to be a continuing process of calibrating, analyzing, defining and putting into action.

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