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.
The Impact of Employee Engagement on Performance
This week’s research comes via Harvard Business Review. HBR interviewed over 550 business execs from around the world, to understand how employee engagement impacts on business performance. The report identifies the top drivers for performance and engagement. Interestingly, while nearly two thirds thought that engagement was a very important factor in achieving organisational success, less than 25% thought their employees were highly engaged. ‘Could do better’, might be a comment read in a school report!
Drill down into the detail of the report and more interesting data is revealed. Overall, the report identified a shift in strategy from cutting costs towards investing for growth. Organisations that give employee engagement a low priority, however, are more likely still to be in cost cutting mode, while those who prioritise engagement are more likely to be investing in the top success factors. Organisations that prioritised engagement were also more optimistic about their future prospects and their ability to create value.
The message from the executive summary is clear: organisations that give a greater focus to employee engagement and, critically, establish metrics that link engagement with business performance, gain a competitive edge in the marketplace.
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: Business Strategy – Everyone’s a Winner
This Week’s blog is by Bev Heslin, who’s recent car buying experience got her thinking about business strategy and the value proposition. Bev’s experience links very well with this week’s research infographic. Customer service is the #1 business success factor and recognition of high performance is the #1 driver for engagement. Put the two together and you get a great customer experience.
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.
Ways to Make Good Managers Great Coaches
You’ve probably seen, heard, watched, or even written something about the need for more and better coaching in organisations. Whether it’s a Deloitte report, an article in HR Magazine, or one of the most frequently accessed Harvard Business Review articles, the message is clear: Coaching. Is. Key.
The current trend on coaching is in relation to Performance Management, and the need to stop looking backwards at what employees did and begin looking forward at what employees can do. Progressive companies are abandoning the ratings system and the annual conversation in favour of more regular coaching from managers, consistent career discussions, and performance-related dialogue focused upon future contribution.
What still remains slightly enigmatic, however, is the “right” way to coach i.e. which of the many models to use given the reality that every employee is unique, and therefore has unique needs: different drivers, motivators, values, needs, desires, and visions.
If you’re seeking coaching guidance as a manager, consider these five ways from Kristen Bakalar to help good managers become great coaches.
Get ready: Generation Z is coming…
While we’re on the them of strategy, a new research report: ‘Generation Z grows up’ raises some important questions about the readiness of organisations for the next generation of young employees – generation Z – the first of whom will hit the employment market in three years time.
It seems that 62 percent of Gen Z would consider getting a job straight from school – especially if employers will invest in their training. Conversely, only 38 percent of high school students globally are committed to going to college/university, preferring lower debt, more employer-sponsored training, and more job opportunities.
The 2015 Gen Z survey asked more than 50,000 recent high school graduates about their future careers and higher education plans, as well as their attitudes about work and life.
How prepared is your organisation for Generation Z? How will you make sure that your Generation Z employees become – and remain – highly engaged when they start work? Those are questions it is wise to consider now, before they actually start turning up for interviews.
Well-Being Enhances Benefits of Employee Engagement
New research by Gallup and Healthways has found that employees who report both high levels of well being and engagement outperform individuals who have high levels of engagement alone. Three of the findings from the research show that fully engaged and high well being employees are:
- 27% more likely to report “excellent” performance by their organisation
- 45% more likely to report high levels of adaptability in the presence of change
- 37% more likely to report always recovering “fully” after illness, injury or hardship
Leaders can increase the results of their engagement activities by incorporating well being principles says the report. Suggestions include:
- Encourage participation well being actives as part of objective setting.
- Involve employees in planning and implementing well being activities
- Include well being within work and project reviews
- Recognise individual wellbeing related achievements
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.