top drivers of engagment.6


Even a traditional driver such as career advancement


opportunities can be positively impacted by improved communication between leaders and employees. Listening to employee feedback and responding with a plan of action can demonstrate good leadership. While the action taken will have the greatest impact on this perception, leadership communication will drive the change.7 When communication does not occur freely, it can create fear and doubt among


employees. If leaders do not take the time to communicate regularly with employees, employees may create their own versions of what is occurring. Regular interactions between employees and leadership can improve employee morale and engagement. Acknowledge the efforts of your team regularly. Some forms of recognition cost only a small amount of time and have a large return on investment.7


Interdepartmental Communication


Leaders can use effective communication to drive meaningful organizational change and help strengthen employees’ levels of comfort and confidence.7


For example,


when a change is made to the menu, you should develop a communication strategy. Did you communicate the change to your staff as well as other departments? One useful tool for communicating menu changes is to invite all departments to a taste sampling and let them try the new offerings for themselves. This will provide feed- back and build confidence with foodservice staff as well as nursing in a hospital setting. If a patient comments on the new menu item and the nurse has had a chance to taste it, the nurse can be supportive by relaying how much they enjoyed the item to the patient. Leaders can encourage buy-in and encourage other departments to support each


other in managing up—a process in which one member of the team puts another member at an advantage in the eyes of the patient or customer. For example, a nurse may introduce a foodservice worker to a patient by stating, “One of our finest hosts, Jordan, will be serving you your breakfast today, Mr. Everett.”


Engagement


Employee engagement is based on trust, integrity, mutual commitment, and com- munication between an organization and its employees. Engagement measures an employee’s emotional attachment to their job, colleagues, and organization, which in turn influences their willingness to learn and perform at work. Engagement is not the same as employee satisfaction; being satisfied does not necessarily mean you are engaged in your role. Engagement can be measured, and it varies from poor to great. Engaged employees are involved in and enthusiastic about their work and, therefore, will act in a way that furthers their organization’s goals and mission.8


Measuring Employee Engagement


There are not many options when it comes to measuring employee engagement. The simplest and most straightforward way to take the employees’ pulse is through employee surveys. Your organization might send out an annual employee survey. While this gives you great data, it may not give you a real-time look at engagement.


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EFFECTIVE LEADERSHIP & MANAGEMENT IN NUTRITION & DIETETICS


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