In any group associations whether in school, community and in your workplace, “engagement” is one of the key for development or success. Talking about Employee Engagement, however depends on what kind of a manager you are or may have. If the Manager allows the employee to engage with the meetings, programs or activities of the company without pin pointing or appointing who is more close to him/her and allowing others to be involved by their own willingness and capacities as needed these will lead to a more light load and effective result. We have to admit sometimes that some managers would ignore ones better idea or capability for his best friend or even a kin. That is a worst scenario. This will only create professional jealousy or conflicts among your employees.
The best way to improve is to encourage and having constant dealings with your employees. Being compassionate with discipline. Remember a pat on your employee’s shoulder for a job well done matters. Give feedbacks and recognition. Explore your employees capabilities and allow some time for them take the lead for any particular responsibility. Through this can help the employer identify who among his/her employees are best effective in organizing, resourcefulness, and to whatever stuff he may need in the future. This is building an atmosphere of trust.
WESTXDESIGN.COM 11 Hours Ago
by Renee Gaylor
– July 12, 2013 by Renee Gaylor
”Employee Engagement” has been a hot topic – but what exactly is it?
Some argue that employee engagement is not measurable, and others say it’s not necessary to measure in the first place. I’m sort of in-between. It is hard to measure, but I do think it’s important. In its simplest form, engagement is an employee’s level of contribution and satisfaction. Both of these factor’s contribute to how productive your employee is, how long they will last before burning out, and how they affect your team overall. As a manager, monitoring and balancing engagement levels can be a full-time job!
This infographic from GP strategies illustrates the essential components of trust, leadership and employee engagement. According to the research, 3 things help improve employee engagement:
clarity about expectations and goals,
resources to meet those expectations,
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