Canadian employees are some of the world’s most highly engaged and satisfied workers in the world. According to a 2018 survey of approximately 8000 workers by Monster Canada, nearly 65% of Canadian employees are satisfied with their jobs and approximately 25% enjoy their job so much
they would do it for free! Are your employees as engaged as nearly two-thirds of other Canadian workers? Let’s take a closer look at what makes people engaged at work. For engaged workers, the happiness of Saturday is nearly the same as Monday morning. How do workers come to view
themselves as working together with their employers?
Let’s first look at ten factors which indicate your workers’ engagement. In order to improve employee engagement, we need to understand what it is. In other words, that emotional commitment to your company is what makes
your employees engaged. When a leader shows an employee that they genuinely care, they’ll respond with increased loyalty and commitment to the company. When you care enough to measure your worker’s engagement, it shows your commitment to their wellbeing at work. Once you measure it, you need to be ready to act. “Employees who believe that management is concerned about them as a whole person – not just an employee – are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.”
– Anne M. Mulcahy, former CEO of Xerox
4. Relationship with peers
5. Relationship with managers
6. Personal Growth
10. Ambassadorship Employee Engagement
Let’s look at three ways to measure worker engagement.
Talking informal with your employees on a regular basis is a great way to get a real sense of what’s going on for each person.The advantage here is you can
ask for more detail about each ideas that’s discussed. Removing fear when talking to employees will happen as you speak with each person repeatedly. You will develop a rapport when people can see you invest time with them.
2. Stay Interviews Using structured interviews for employees is a great way to collect feedback. Here are some sample questions. Limit the amount of questions you ask. Once you have the answers to your questions, your employees will then
notice what you do with this information. So ask about matters you are willing to change. What’s your relationship with your manager like?
• What do you like most about your job?
• What makes for a great day of work to you?
• If you could, what’s one thing you would change about your role?
• What makes you want to stay with this organization?
• What makes you want to leave this organization?
3. Employee as Promoter
Here’s an elegant yet revealing question which will measure worker engagement; “Would you recommend this organization for a friend as a good place to work? Would you recommend the company’s products/services?”
Notice how high worker engagement needs to be in order to be a willing promoter 9/10. Employee Engagement
After you measure employee engagement to optimize confidence be as transparent as possible; you will increase loyalty just by keeping your employees “in the loop”.
1. Communicate The Results
You sent out a questionnaire to ask about engagement, now send your workers a thank you message for completing it, communicate the results preserving anonymity, and potentially hold a town hall meeting to tell everyone what the next steps are.
2. Pick A Few Things To Improve
Leaders and their teams meet together to prioritize one or two items that are most meaningful for them to improve.
• What specifically will we see when improvement begins?
• Who is best suited for specific tasks? Record names and tasks.
• Set a time and a goal to achieve for each task. Be clear.
3. Follow Up And Repeat
Notice small incremental shifts and tell your workers what is working. You don’t need to lavish praise on people. In fact, it’s better if you say what you want to see change rather than making vague positive statements. Repeat the process over and over. This isn’t a one shot deal, engagement takes time and Employee Engagement will always evolve, so pay attention to what is working and let your people know you see their efforts are making a difference.
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Peace is not the absence of conflict, but the courage to have creativity in response to it.