Engaged organizations have strong and authentic values, with clear evidence of trust and fairness based on mutual respect, where two way promises and commitments – between employers and staff – are understood, and are fulfilled.
We augment the human element (interviewing, engaged perception, provocative conversations, trust) and we also use assessement tools, when approriate, to highlight strengths, skills, behaviors, patterns and common understanding and terminology.
Employee engagement is a property of the relationship between an organization and its employees.
An “engaged employee” is one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization’s reputation and interests.
- Positive attitudes and behaviors leading to improved business outcomes, and reinforcing one another
- Employees feeling pride and loyalty working for an organization
- Be a great advocate to clients, users and customers.
- Drawing on employees’ knowledge and ideas.
- Consistent with organization core values, culture and each other.
- Employee engagement cannot be achieved by a static or punitive approach going against core values and individual strengths.
Metrics: while hard metrics are great, virtual metrics, or soft metrics, are just as important. In our work, we focus mostly on the soft-metrics…
Metrics are the measure of your business success or failure. Make sure you’re tracking the metrics that matter the most and the ones that really inform your business leadership decisions and your personal fulfillment.
We focus on the soft-metrics: Attitude, Motivation, Stress, Personal Fullfillment and Customer Experience…
- Clarifying expectations
- Initiating feedback and communication
- Investing in relationships
- Finding a balance