Engaged employees not only plan to stick around; they are enthused and in gear to impact your bottom line. During difficult times their energy and effort can help your organization survive, even thrive.
Engagement reflects alignment of each employee’s very personal goals and drivers of job satisfaction with the organization’s strategy and contribution requirements.
Organizations need to provide clear objectives and a work environment that recognizes the value of their employees. Yet retention and engagement aren’t achieved through organization -wide work/life policies, talent management systems or culture initiatives alone. And, realistically, if employees themselves aren’t clear on what they do well and what matters most to them, it’s unlikely that any work situation will engage them. (It’s the “You can’t get what you want if you don’t know what you’re looking for” dilemma.) Managers can make a difference, but not if they themselves aren’t crystal clear on what the organization needs or their well-intentioned coaching misses the mark.
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