How to Make Employee Engagement Happen in Your Organization

One of the biggest challenges facing organizations today is getting their employees engaged. Learn a strategy that can help you do this more effectively and consistently.

 

 

 

When it comes to employee engagement, here are some interesting statistics to consider.

PRnewswire.com report that:

Percentages of Employees who:

 Have the incentive to perform their best work:

Workers without supervisor support                Workers who have their boss’s support

48%                                                                                               88%

Experience job satisfaction:

Workers without supervisor support                Workers who have their boss’s support

39%                                                                                      86%

Describe their organization as a good place to work:

Workers without supervisor support                Workers who have their boss’s support

22%                                                                               79%

Work USA Report™ reports the following

Companies that have highly engaged employees are:

26% more productive and 13% more profitable

Gallup organization reports that 56% of not engaged and 73% of actively disengaged employees are actively looking for jobs or watching for opportunities

What is your strategy to maximize your employee’s engagement and retention levels? If you say you don’t have a strategy then what you are really saying is you have a strategy but it works to disengage your employees.

Remember your profitability and overall success of your company depends on how committed and engaged your team is. It doesn’t happen by accident but by design. Why not  plan to build and maintain a strategy to maximize the engagement levels of your team.

Here is a simple formula I have created to help you to make this happen in your organization.

I call it the START Formula for Employee Engagement™

S stop what you are doing and sit down with your employees one at a time and have a discussion with them.

Ttalk about what is important to them. Ask them about their family, their goals for the year.

Aask them what skills and tools they need to take their work performance to the next level.

R – repeat back to them what you hear them saying. Look for ways you can support them in their quest for these skills and tools

Ttake the time to periodically have a conversation about the progress they are making with their goals and how you and your organization are able to reinforce their efforts

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Tom Borg


My name is Tom Borg. I am a business expert who works with small and mid-size companies to effectively and profitably improve customer acquisition and retention. I help these businesses through his use of my consulting, speaking, training and coaching. To ask me a question or to hire me, please contact me at: (734) 404-5909 or email me at: tom@tomborg.com or visit my website at: www.tomborgconsulting.com

Tom Borg