BUSINESS DEVELOPMENT
Employee Engagement
EVERY REASON TO CELEBRATE! ORGANISATIONAL CULTURE
If your employees are fully engaged you’ll probably have every reason to celebrate, because it’s often a key leading indicator of financial performance – so what exactly constitutes Employee Engagement?
IN SIMPLE TERMS
Put simply, it is an indicator of an employee’s positive or negative emotional attachment to their job and your company, which drives their commitment and application to give discretionary effort.
THE BENEFITS
If you can achieve true employee engagement, you’ve got a guaranteed win-win outcome – your employees value a job that’s worthwhile, inspires them, and in return they are consistently doing their best work and ‘going that extra mile’ to create competitive advantage for you.
PROVEN RESEARCH
Research by Gallup shows that employees who are fully engaged are more productive, more profitable, more customer-focused, safer, and more likely to withstand temptations to leave.
Creating deep employee engagement is all down to the DNA and culture of an organisation, which is materially dependent upon leadership. In my own business, I’ve learnt just how critical it is to work every day on achieving the right culture in the business and creating the conditions for success for everyone. Areas of particular importance that I try and practice every day are listed below...
• Have a clearly articulated common purpose (mission) that is understood by all to make employees feel their work is important
• Setting clear expectations of the required behaviours and performance levels with objective reporting of the same
• Giving regular specific, timely and sincere recognition and/or praise for good work
• Encouraging employees’ personal development and speaking regularly about progress against set objectives
• Seeking and acting upon employees’ opinions
• Showing genuine care on a personal level for every employee and giving them the opportunity every day to do what they do best
If all of the above (and more!) can be embedded within the management fabric of your organisation, then you’re a long way towards creating a truly engaged workforce – and out-performing your competitors!
REGULAR ANALYSIS
I find it effective to measure employee engagement with a simple 12 question survey (Gallup Q12), every six months or so, to benchmark how we are performing. It costs nothing more than a few pieces of paper and a bit of time to collate the results and it can be an amazing barometer of what’s really going on in an organisation. I’ve taken major strategic decisions based on analysis of engagement survey results and open feedback to great effect.
CONCLUSION
If outstanding financial results and retaining happy, committed, high performing people are of value to you, why not get cracking and implement this into your organisation.
I GUARANTEE YOU’LL NEVER LOOK BACK. Paul Luen
Martek Marine Ltd
www.martek-marine.com
www.windenergynetwork.co.uk
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