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Пять идей повышения вовлеченности

Пять идей повышения вовлеченности

Буржуи мерят вовлеченность. Знаете какой у них процент? 64. Они считают, что этого мало. И мучительно собирают идеи, как же повысить вовлеченность, продолжая верить, что это поможет. Предлагают 5 идей. 

 

Employee engagement is as flat as the economy, a new survey shows. That means there are lots of unhappy, unfulfilled workers yearning to be somewhere else other than where they are today. But with job prospects still weak and few signs of a lasting improvement, what can companies do to change the stakes?

First. the good news: “After years of declining employee engagement and emotional and intellectual involvement in the workplace, 2011 has seen a modest gain,” says Aon Hewitt’s 2012 Trends in Global Employee Engagement report. The bad news: modest means modest. “Worldwide engagement rose to 58% last year from 56% in 2010. In North America, it held steady at 64%.”

“While engagement levels are relatively stable, 2012 will be a challenging year for retention as employees seek new opportunities outside their organization as a result of limited career development and advancement opportunities.”

So what can you do? Five tips from companies and business leaders with ideas about how to get employees back in gear:

  1. Get smart. AT&T brought learning and development into the frame to help involve and encourage employees, says Chief Learning Officer magazine. “L&D addresses this constant learning need of our clients by working with them during the planning phase of deploying a new phone,” said Lew Walker, the company’s vice president of learning services. “Collaboration also helps AT&T’s learning and development initiatives to increase engagement and ultimately financial performance,” says the magazine. “Ultimately, engagement is owned by the business; it’s not owned by HR, but we partner with the business to identify opportunities to help drive engagement, alignment and innovation,” said Debbie Storey, senior vice president of talent development and chief diversity officer.
  2. Get generous. Corporate giving and responsibility programs can help motivate and engage employees, says Time magazine. “Companies with a workplace giving campaign rose to 59% from 53% two years ago and those with a ‘dollars for doers’ program encouraging volunteerism rose to 63% from 53%. Matching gifts are a great way for employees to maximize the value of their personal giving,” it says. “Companies have been paying a lot of attention to crafting employee engagement programs that are meaningful and can be seen as an employee benefit,” says Margaret Coady, director of the Committee Encouraging Corporate Philanthropy.
  3. Make nice. Doing little things properly can make a big difference to the way employees perceive you, says Victor Lipman at Forbes: returning messages, being on time, remembering to thank employees for a job well done. “The nature of the manager-employee relationship is often shaped less by strategic matters than by the myriad of small, moment-to-moment interactions that ultimately determine how an employee feels about his or her manager… and therefore the organization.  This is the thread from which the cloth is made.”
  4. Get learning. Training can help, says Aon Hewitt.  “With a contracted job market, employees are increasingly looking to their current employers for job enrichment opportunities. However, in developed economies, cutbacks on everything from training budgets to reductions in force have left employees frustrated, disillusioned, and less engaged. Employees around the world understand that career opportunities in the traditional sense may be more difficult to secure during a sluggish economy, but that does not change how important this driver is to them. Employers should develop more creative or less traditional growth opportunities and help employees renavigate expectations around development that supports business needs—lateral moves, special assignments, cross-functional training, and so forth.”
  5. Get healthy. “Create an employee committee that can plan initiatives with the help of health professionals,” says Diana Hendel, CEO of Long Beach Memorial, Community Hospital Long Beach in an interview with Long Beach. “Start with simple screenings that ensure your employees are informed of their blood pressure, their weight, fitness level, nutritional habits and cholesterol. Get your work force out and walking during meal times and breaks. Hold sessions that share advice, activities and coaching to reach and maintain goals. Engage employees’ families, as well, to extend health habits to home. Offer executive and employee physicals that can help lead to early detection, preventive care and to better health outcomes.”

These are just a few strategies companies are coming up to keep staff, incentivize them, and attract new employees as the economy continues to drag along. When money is scarce, imagination and ideas have to work a little harder.  What initiatives have you seen that have kept employees engaged?

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http://www.amanet.org/shift/index.php/2012/06/05/five-ideas-to-keep-employees-engaged-while-waiting-for-recovery/?pcode=XCRP

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