For several years, the term "employee engagement» (employee engagement) excites the minds of senior managers and HR managers.
And what is what "engagement"?
Other researchers define this strange substance in different ways.Some emphasize that the employee knows about the company, others - on what emotions and feelings associated with the work in the company.For example, the Conference Board provides a collective definition based on those definitions that give Gallup, Towers Perrin, Blessing White, Corporate Leadership Council and others.According to the Conference Board, «employee engagement» is a "heightened emotional connection that an employee feels the organization and which affects him / her, forcing voluntarily make greater efforts to implement their work."
Researchers offer various tools to involve employees.8 are more or less the same at all.
1. Trust and reliability - as managers are open to dialogue and they always do what they say?
2. The essence of the work - whether it is able to inspire day after day?
3. The dependence of the company's success on the success of individual employee - clear whether this dependence by the employees?
4. Career Opportunities - Does the employee about it?
5. Pride for the company.
6. Employees / team members.
7. Opportunities for development - whether the company creates an environment in which employees can improve and develop their skills, abilities and talents?
8. Relations with the chief - as an employee value them?
The majority of researchers agree that the last factor is one of the most important.
complete failure
Julie Zhebo of Towers Perrin calls the situation in today's corporations, "failure to engage".Only 21% of employees of companies can be called fully involved - that is entirely voluntarily give companies more time and effort than is required.21% - it is very small.This
companies underestimate their own capabilities.Impact of the organization, in most cases outweigh personal ambitions and aspirations of the employee.And not the last role in the "translation" of this influence plays his immediate supervisor.
Usually when it comes to the involvement of employees, once there are such clichés as "corporate culture", "social responsibility", "leadership and development" and the like.None of them does not work, if your organization has not been established feedback system - from worker to manager.Many are happy to be undertaken to implement all these dreams of theorists from the business, if they knew that they would receive a return at least in the form of gratitude.
Perhaps a closer look of top management toward those who work "at the forefront" (and often - selflessly), allow supervisors and subordinates to join forces for the benefit of the company.
Articles Source: bishelp.ru
