What are some of the most effective ways you think employers engage their workforce? What doesn't work?
Posted: Sun Jan 19, 2025 9:42 am
What do you think employers are looking for in their employees? What do you think employees want from their employers?
To quote a recent mashable.com article, employers want "performer" employees, not "paycheck" employees. What this means is employers need employees who are committed to their job for reasons other than money. Obviously, money is essential; no employer can or should deny that employees are there to get paid. But they want employees who are there because they like what they do, they want to do a good job and they are committed to the organization for more reasons than their ability to put money in the bank.
Employees need income to make a living; but in general, they want to like what it is they do for the scratch. Regardless of whether their position is their dream job, they desire respect from their managers, senior executives and colleagues. They want to be recognized when they do something well or accomplish something. Most of all, they want to know that what they think and feel is important to every level of management at the company.
Communication is the key to engagement. When employers communicate with their poland phone number library employees, they engage their employees by keeping them informed, by demonstrating that they are important, by explaining expectations, by giving feedback and by providing opportunities for employees to ask questions and make suggestions. When there are clear avenues for communication, you can avoid many of the problems that lead to disengagement, such as not understanding how to complete a task or project, not knowing the expectations for task completion or office comportment, being unable to solve a problem, having interpersonal difficulties, feeling like management doesn't care or see employees as people and not having the opportunity to be heard.
Annual surveys do not work. Evaluating how your company is doing in the eyes of its employees only once a year is not an effective way to resolve issues, innovate and engage. Annual surveys are long, span many different topics and are both tedious to complete and to analyze. You cannot expect employees to give good feedback if they are bored with the survey or they feel that it's wasting their time. Furthermore, annual surveys take a long time to analyze, and it then takes time for management to find and implement solutions. As a result, many employees feel that management doesn't take any action with survey results; and this leads to a lack of trust and a lack of desire to participate.
To quote a recent mashable.com article, employers want "performer" employees, not "paycheck" employees. What this means is employers need employees who are committed to their job for reasons other than money. Obviously, money is essential; no employer can or should deny that employees are there to get paid. But they want employees who are there because they like what they do, they want to do a good job and they are committed to the organization for more reasons than their ability to put money in the bank.
Employees need income to make a living; but in general, they want to like what it is they do for the scratch. Regardless of whether their position is their dream job, they desire respect from their managers, senior executives and colleagues. They want to be recognized when they do something well or accomplish something. Most of all, they want to know that what they think and feel is important to every level of management at the company.
Communication is the key to engagement. When employers communicate with their poland phone number library employees, they engage their employees by keeping them informed, by demonstrating that they are important, by explaining expectations, by giving feedback and by providing opportunities for employees to ask questions and make suggestions. When there are clear avenues for communication, you can avoid many of the problems that lead to disengagement, such as not understanding how to complete a task or project, not knowing the expectations for task completion or office comportment, being unable to solve a problem, having interpersonal difficulties, feeling like management doesn't care or see employees as people and not having the opportunity to be heard.
Annual surveys do not work. Evaluating how your company is doing in the eyes of its employees only once a year is not an effective way to resolve issues, innovate and engage. Annual surveys are long, span many different topics and are both tedious to complete and to analyze. You cannot expect employees to give good feedback if they are bored with the survey or they feel that it's wasting their time. Furthermore, annual surveys take a long time to analyze, and it then takes time for management to find and implement solutions. As a result, many employees feel that management doesn't take any action with survey results; and this leads to a lack of trust and a lack of desire to participate.