Employee Engagement or Morale
I received a question from a business owner who was wondering whether it was more important to focus on employee engagement or morale in these tough economic times. What I’ve found and my clients have put into practice is an approach that builds a foundation that allows the business to both engage and build morale in its workforce. The key point for owner and managers to think about is what they want their workplace to look like. Consider the following points as you build an engaged and productive workforce.
1. Are you promoting open two-way communication?
2. Are your employees asked to excel based on their talents or are they dropped into positions?
3. Are employees regularly and genuinely praised?
4. Do your managers delegate effectively and spot talent regularly?
5. Do you have a methodology in place for helping people work together?
6. Do you have a system in place for people to develop and achieve goals?
How you answer these questions will give you an idea whether your workplace is building a foundation for success or otherwise. If you already do all six of these points then you are probably running a company that benefits from high employee morale and engagement.
When we build a well considered foundation we reap the rewards in the long run.
Regards,
Guy
I help businesses plan and build employee success.
1. Are you promoting open two-way communication?
2. Are your employees asked to excel based on their talents or are they dropped into positions?
3. Are employees regularly and genuinely praised?
4. Do your managers delegate effectively and spot talent regularly?
5. Do you have a methodology in place for helping people work together?
6. Do you have a system in place for people to develop and achieve goals?
How you answer these questions will give you an idea whether your workplace is building a foundation for success or otherwise. If you already do all six of these points then you are probably running a company that benefits from high employee morale and engagement.
When we build a well considered foundation we reap the rewards in the long run.
Regards,
Guy
I help businesses plan and build employee success.
Tags: building, business, coaching, consulting, corporate, engagement, facilitator, human, leadership, management
Comment
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Comment by Guy Farmer on April 29, 2009 at 12:40am
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Hello Derek,
I read the blog post and I really like your approach. I have consistently found that employees achieve at a higher level when they are recognized as human beings and allowed to grow and thrive. I'm glad you're working from that perspective. Not surprisingly (as I'm sure you know), businesses and organizations also see positive returns when they practice this approach with their employees.
I'm sending a friend invitation your way as well. I look forward to connecting in the future.
Regards,
Guy
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Comment by Derek Irvine on April 26, 2009 at 3:24pm -
Very interesting points, and I agree, Guy. I recently wrote along the same lines on my blog about six different types of recognition employees need (drawn from Gallup and Engauge):
1) Recognition of effort
2) Recognition of skills and talents
3) Recognition of the need for focus and direction
4) Recognition of personal needs
5) Recognition of the need to grow and develop
6) Recognition of the need to let off steam
The full post is available at: http://globoforce.blogspot.com/2009/04/what-type-of-recognition-do-you-need.html
I'm curious what you think of this concept. It seems as though we are working to the same end.
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