Examining Engagement: Are Employees In Love With Your Company?

Here is a recent article in the “Industry News” series posted online at Talent Management magazine’s website. To check out all the articles and sign up for a free subscription to Talent Management and/or Chief Learning Officer magazine, please click here.

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A committed relationship requires two individuals who are completely involved, enthusiastic and act in a way that furthers their partner’s interests. An employee’s relationship with his or her company requires the same level of engagement between employee and employer.

According to a recent survey by Workplace Options, a global provider of work-life benefits and employee support services, 59 percent of workers believe their employers keep them fully engaged in the workplace. Research from the Gallup Organization, which has studied human nature and behavior for more than 75 years, shows that engaged employees are more productive, more profitable, more customer-focused, safer and more likely to withstand temptations to leave.

But how does a company fully engage their employees? The Workplace Options poll reports 61 percent of employers use regular feedback and dialogue with superiors to increase engagement and 57 percent use reward or recognition systems. Furthermore, 53 percent use career advancement or improvement opportunities to increase employee engagement. Two-way feedback and shared decision-making are additional ways to engage the workforce.

“Employee engagement is more than just an initiative or program started by human resources,” said Dean Debnam, chief executive officer of Workplace Options. “Keeping employees engaged should be a key component of every business strategy. An engaged staff is a productive, happy and profitable staff.”

According to the survey, three out of four respondents (76 percent) are highly committed to their jobs. High levels of commitment and retention are a direct result of keeping employees engaged in the workplace. In order to create this high level of commitment, employers must first identify how well they know their workforce and how they relate to their employees. If they know what motivates their staff, they can introduce creative programs or initiatives to keep employees engaged at all levels – such as coaching programs for new hires, career training or large group brainstorms and staff meetings.

“If employers do not place importance on having a two-way conversation with their staff, they may be in danger of losing highly valuable employees,” said Alan King, president and chief operating officer of Workplace Options. “When you allow an employee to have control over their career development and play a part in the decisions of the company, they will become more committed to the organization and its goals.”

The national survey polled 642 working Americans and was conducted by the North Carolina firm of Public Policy Polling from Jan. 14 to 16.

For more info: http://www.workplaceoptions.com.


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