Employee engagement definition? What’s your definition of employee engagement?  And what might it do for you, for your line managers and for your organisation?

Employee engagement definition courtesy of Engage for Success:

“A workplace approach designed to ensure that employees are committed to their organisation’s goals and values, motivated to contribute to organisational success, and are able at the same time to enhance their own sense of well-being.” Plus another employee engagement definition “Creating the conditions in which employees offer more of their capability and potential.”

It’s not just engagement, its employee engagement, there is a significant difference and that’s not simply that it is employees being engaged as opposed to any other audience, it’s a workplace approach and is about mutual commitment not merely engagement.  Engagement alone has a definition courtesy of the Oxford Dictionary as: The action of engaging or being engaged: ‘Britain’s continued engagement in open trading’

If companies want high performance, leaders must demonstrate the connection between the company’s success and that of its employees.

Quirke, B: Making the connections 2008:13

Traditionally, internal communication has been broadcast to employees, with management conclusions and strategic decisions announced rather than communicated.  However, since the later part of the 1980’s, business leaders have discovered the exponential value of employee engagement and instead of cascading messages down the management ladder, industry giants are starting to find innovative channels to engage, motivate and collaborate with their employees, regularly and consistently. Read more…

Motivation, you’ve got to have the right recipe for success

It’s no surprise to us Engage & Prosperers who find motivation a truly fascinating subject, that the results from this recent academic research project put the most motivating factor with the biggest impact on productivity performance as compliments, closely followed by a tangible (and delicious) reward of free pizza, which resulted in overall higher productivity performance.

The controlled study involved four groups in total. One group was incentivised with a cash bonus equating to approximately £20, a second group was told they would receive a compliment from their boss by text message and a third group was offered a voucher for a free pizza. A further control group received no message and would not gain any reward. Read more…

Employees want to leabve their job

25% want to leave because they feel undervalued and unappreciated

According to new research by the Institute of Leadership and Management (ILM) more than one in three workers, that’s a whopping third of employees want to leave their job this year. That’s double the ratio who wanted to leave their job this time last year.

The survey also revealed that staff are feeling increasingly undervalued by their managers. A quarter (25%) of those planning to leave said it was because that they felt unappreciated in their current role, almost 10% more that last year (16%).

Read more…