Each week we bring you our views on the latest published news and research on the topics of Employee Engagement, Leadership and Motivation, together with some thoughts on their practical application.
A spotlight is being thrown on the employee engagement profession, because there’s a gap. Whilst the most important stated challenge for this year is culture and engagement (Deloitte’s 2015 Global Human Capital Trends Report) the rate of improvement of employee engagement in workplaces remains slow.
For the UK, this year the CIPD has recorded only a 1% increase from 2014 in its Employee Engagement Index.
Examining the profession itself, HR Review reports here that HR elite spend only 15% of their weekly work on employee engagement, and Total Jobs claim that over a third of their time is spent in other meetings.
So what’s going on, asks Engage for Success?
From a current employee survey, respondents have given an initial picture of their experience, including (i) 73% have had no formal employee engagement training; (ii) 75% don’t have a company wide definition of employee engagement; and (iii) 47% don’t believe the impact of employee engagement is well measured.
There seems to be a gap then between the apparent strategic drive for greater employee engagement and subsequent implementation and measurement. Indications are that companies are still unsure what needs to be done to improve employee engagement, and thus resources applied to this area and overall investment are much too low.
Do you want your managers to be more engaging in the way they lead and manage their teams? We help by providing them with the tools, skills and support to align the expectations of their employees with their priorities and needs. Please contact us today on 03450 523 593.
Blog: An Unlikely lesson in Empowerment
While camping in Dorset, Jonathan Broadhurst experiences the fear of letting go and suggests that managers can feel more in control by letting go and empowering their team to take ownership of their performance… Read more
See how to empower your employees and develop a culture of high performance. Take a look at the Take Charge workshop and align individual career goals with organisational priorities.
How can you get the best from your staff?
ACAS, the UK’s Advisory, Conciliation and Arbitration Service, have picked out 5 key areas to help managers focus on the small – but powerful – things that make a difference. You can get the full article here.
Your 5-a-day essentials:
1. How do you support your employees?
2. Do you help your employees understand what they need to do?
3. When was the last time you asked employees for their views
4. How do you manage difficult situations?
5. Are you a good role model?
At Emenex, we agree with ACAS that often it’s the little things that make the biggest difference to how engaged employees are at work – and often they cost nothing to implement.
Call to reinstate work experience in England’s schools
Business leaders have urged the government to reinstate compulsory work experience for all pupils in English schools, reports the BBC. You may think this an odd item for us to include in our weekly news roundup, but I couldn’t help but reflect on the potential gains for employee engagement in the long term.
My three children all had a work experience placement whilst at school, and all are now gainfully employed. Of course we can’t make a statistical link on such a small sample, but it is clear to me that they benefited greatly from the experience. I wonder, if all children had this opportunity again, could such an experience be structured so that they get the opportunity to experience the positive effects of engagement for themselves?
Most firms offering work experience are, unsurprisingly, large organisations; 88% of firms with more than 250 employees offer some form of work experience placements, whilst most smaller firms don’t. Could work experience during school years have a long-term positive impact on employee engagement? It’s got to be worth a try, given the low levels of engagement currently evident within the UK (and globally).
What do you think? We’d love to know.
Case Study | Harvard Business Review: The Impact of Employee Engagement on Performance
While most executives see a clear need to improve employee engagement, many have yet to develop tangible ways to measure and tackle this goal. A growing group, however, of best-in-class companies say they are gaining competitive advantage with metrics and practices to quantify and improve the impact of their engagement initiatives on overall business performance.
These are among the findings of a new Harvard Business Review Analytic Services report. Download the full report here, which features in-depth interviews with business leaders and shared best practice for connecting engagement to business performance.
We help you make your people great.
Emenex enables organisations to get the best from and for their staff. Leaders approach us when they have challenges associated with motivation, productivity, retention, talent management and succession planning. They know that addressing these critical issues delivers higher levels of profit, productivity and customer satisfaction. They also know that a more progressive solution is required – one that delivers above and beyond expectations and enhances their brand with customers and staff alike. The solution our clients are choosing to implement is the extraMILETM Employee Engagement Programme.
The extraMILETM Employee Engagement Programme delivers all the tools and skills leaders need to clearly define and communicate organisational priorities to employees. For employees, it ensures they are prepared and able to align their personal and career goals to the priorities of the organisation. The continued growth and development of both teams and individuals builds loyalty, commitment and engagement. It builds an organisation better able to meet future challenges and leads to higher performance and customer satisfaction.
The result? Individuals and their organisation excel. Get in touch to find out more.