Engaged employees are employees who are dedicated to bringing out the best in themselves through their work. Engagement shows that someone draws energy from doing their work (the ‘I love my job’ effect). The personal engagement of employees contributes to the performance of an organisation – these employees feel it is important to make a contribution to and through their work. Additionally, they also improve and develop personally and are keen to help their colleagues.
Related article: Unlocking Your Employees’ Potential
A recent study by Effectory International on Employee Engagement around the world revealed the following dreadful results:
North America 40.4%
South America 43.1%
Europe 23.9%
Asia 23.4%
Africa 36.4%
Global average: 30.0%
For a free copy of this report, please request your copy. You will find the “4 influencers of engagement and commitment” on page 10 of great interest.
Committed Employees
Committed employees feel a bond with the organisation. Commitment shows that someone thinks they fit in at the organisation and can support its objectives (the ‘I love my organisation’ effect). The personal commitment of employees contributes to overall performance, as committed employees want the best for the organisation.
Effectively recognizing performance can increase employee engagement by almost 60%. Thrive Change Management helps you give employees what shows up most often in engagement surveys: Improved communication, more direction, better feedback, and recognition.
Core focus
Because it is so critical in driving business results, employee engagement should be a #1 core focus for organisations. But engagement surveys are only the start—to be effective you must take survey results and act on them. Thrive Change Management’s unique “Heat Pad” summary of our Engagement Survey offers you a powerful tool to manage and move the needle on employee engagement.
Recognizing and rewarding employees
Research shows that simply by recognizing and rewarding employees for their work, you can drive emotional commitment to your organization. In fact, 90% of workers in an Employee Recognition Survey said values-based, peer-to-peer recognition made them more satisfied with their work, and according to Bersin by Deloitte, organizations where recognition occurs have 24% better employee engagement, productivity and customer service than those without.
Awards, recognition and praise
According to the Wall Street Journal: “Awards, recognition and praise might just be the single most cost effective way to maintain a happy productive workforce.” Social recognition works because it provides the reinforcement, praise and the mix of tangible reward and social appreciation that employees most crave.
Companies that use values-based, peer-to-peer recognition see positive increases to key business metrics like engagement. In fact, 90% of companies surveyed have seen increased engagement as a result of implementing values-based, peer-to-peer recognition.
Thrive Change Management has a track record of helping our customers improve lackluster employee engagement levels. In fact, our customers typically see double digit increases in engagement results within months of implementing our “specifically designed for your organisation” programs.
Free Employee Engagement Survey
If you are interested in an Employee Engagement Survey and our unique “Heat Pad” results presentation, we are willing to do it at zero cost to you until the end of June. Please contact us
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