Improving Employee Engagement: How to Accelerate Progress
from the Turning Good People Into Top Talent blog series
Although improving employee engagement has steadily moved to the top of the priority list of CEOs and Talent Management Executives, progress appears too little, too slow.
The Gallup research team continues to find that workers who are actively disengaged outnumber their engaged colleagues by an overwhelming factor of 2:1.
However, the team discovered some good news: among 600,000 employees of 32 companies in seven industries, the engaged workers outnumbered actively disengaged workers by a 9:1 ratio.
Here are the seven characteristics the Gallup team found that made the made the difference:
- Involved and curious leaders who want to improve.
- HR experts teach leaders and managers to stretch and develop employees.
- Basic engagement requirements are met.
- A downturn is never an excuse.
- Relentlessly support managers and teams.
- Decisive approach to performance management.
- Not pursuing engagement for its own sake.
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Communication also builds relationships and creates a collaborative environment. Empowered employees who feel satisfied in their jobs, committed to their work, and confident in their managers, are more likely to become the fully engaged top talent required for organizations to continuously accelerate progress to sustainable, profitable growth.
Assuring alignment is a great place to start.
Click here to get a free copy of the special report Talent Alignment: The Key to Optimizing Worker Engagement.
Bob Moore, CMC® is CEO of Effectiveness, Inc,
The Talent Management Institute, and author of
the book, Turning Good People Into Top Talent
Contact: Bob@effectiveness.com or 919-439-5811