Original Source
: The Power of Employee Engagement
Engaged workers produce more, make more money for the company, and create emotional engagement and loyal customers. They contribute to good working environments where people are productive, ethical and accountable. They stay with the organization longer and are more committed to quality and growth than are the other two groups of not-engaged and actively disengaged workers. How do they do so?
- Employees have a strong relationship with their manager
- They have clear communication from their manager
- They have a clear path set for focusing on what they do best
- They have strong relationships with their coworkers
- They feel a strong commitment with their coworkers enabling them to take risks and stretch for excellence
Engaged employees tend to get the least amount of focus and attention from managers in part because they’re doing what they are needed to do. They set goals, meet and exceed expectations and charge enthusiastically toward the next tough task.
The challenge for managers comes when the first signs of disengaging appear from an engaged worker. The symptoms need to be addressed immediately or else the disconnection is likely to continue. Most of the time this disengagement process can be interrupted by having meaningful conversations that strengthen commitment through relationship.
Great managers don’t leave these excellent employees alone. They spend most of their time with the most productive and talented people because they have the most potential.
Tagged as:
Employee Engagement,
hr,
leadership
Yesterday evening, I had the pleasure of appearing on Digital 411, an internet technology radio show. During the show, I discussed the impact that social technologies can have on HR transformation and employee engagement. There was so much interest in this topic that I didn’t have time to respond to all of the questions asked. Here are the questions that sparked the conversation along with my responses.
In your Social Knows: Employee Engagement statistics, you indicate that 52% of organizations using Web 2.0 achieved Best-in-class performance and an 18% increase in engagement. Help us contextualize and understand stats around achieving higher employee engagement using Web 2.0? What does that mean and what are some of the most significant tools being used?
Using a social network won’t change anything unless it’s a part of a set of tools serving a more global approach aimed at improving culture, performance, communication and productivity.
- Collaboration sites: Sharepoint
- Internal twitter and threaded conversations: Yammer, Socialcast
- Video sharing: YouTube
- Mobility and Access: extranets, mobile access
- Intranet enhancements: RSS feeds, social tagging, social sharing, employee profiles, content bookmarking
In your experience, what does a fully engaged employee look like, feel and experience, in comparison what a disengaged employee looks and feels like?
According to Gallup there are three types of employees:
Actively Disengaged – employees who aren’t just unhappy but want everyone else to know that they are. These are the employees who are bored and frustrated, make sarcastic jokes and speak poorly about the company and its leaders.
Tagged as:
digital411,
Employee Engagement,
research,
social knows,
statistics
In our “Social Knows” series, we sniff out and compile statistics and research regarding workplace / workforce management, human resources and employee engagement. The goal is to provide you with the background knowledge necessary to support your own recommendations, findings and strategies. Submissions always welcomed.
Social Media in the Workplace
SHRM Research Spotlight: Social Media in the Workplace
- 20% of CEO surveyed use LinkedIn; 17% use Facebook; 9% use Twitter; 8% use YouTube; 7% use Photo-sharing applications; 5% use Video-sharing applications
- 69% of respondents surveyed say their organization does NOT track employee use of social media on company-owned computers or handheld devices
- 57% of respondents surveyed say their organization does NOT block access to social media on company-owned computers or handheld devices?
- 68% of respondents surveyed say their organizations have groups or individuals who currently engage in social media activities to reach external audiences
- Markting – 67%
- Human Resources – 44%
- Public Relations – 38%
- Sales – 24%
- Management (corporate / senior ) – 20%
- Customer Service – 15%
- Information Technology – 12%
- Operation Logistics – 6%
- Legal – 3%
- Accounting / Finance – 2%
- Other – 8%
IABC Research Foundation and Buck Consultants Employee Engagement Survey
- Percentage of organizations who encourage employees to participate in social media to share information and express opinions
- 33% – Small number of employees have access to organizational social media and are encouraged to participate
Tagged as:
Employee Engagement,
mobile,
mobile workforce,
research,
social knows,
statistics
In our “Social Knows” series, we sniff out and compile statistics and research regarding workplace / workforce management, human resources and employee engagement. The goal is to provide you with the background knowledge necessary to support your own recommendations, findings and strategies. Submissions always welcomed.
UPDATE: There is a new Employee Engagement Statistics post which includes mobile workforce stats (~Elizabeth, 11/20/2011)
Human Capital and Corporate Culture
- The lost productivity of actively disengaged employees costs the US economy $370 BILLION annually. (Gallup)
- In February, June, and October of 2010, the number of employees voluntarily quitting surpassed the number fired or discharged. (US Bureau of Labor Statistics)
- 70% of engaged employees indicate they have a good understanding of how to meet customer needs; only 17% of non-engaged employees say the same. (Wright Management)
- 78% would recommend their company’s products of services, against 13% of the disengaged. (Gallup)
- Engaged employees advocate their company or organization – 67% against only 3% of the disengaged. (Gallup)
- From a global sample of 60 corporations the Corporate Leadership Council found that over 80% of senior human resources (HR) professionals agreed that employee engagement was a high priority for 2009 and 40% claimed it had become more of a priority over the last year. Senior private sector HR managers believe that the top challenge they face now is maintaining employee engagement.
Tagged as:
Employee Engagement,
research,
social knows,
statistics
If there is one thing that became pointedly clear during my attending and speaking at the J. Boye Intranet conference last week, it’s that we are all experiencing different aspects of what it means to become a world-class corporate (social) intranet. The typical shelf life of an Intranet implementation averages about 18 months. This timeline can easily be extended when you add on the complexities of social layers. So if you feel that your company has been struggling for some time with not only the correct strategy, but also the implementation tactics of a social intranet… don’t feel bad.
You are not alone.
And, if the attendees of the Intranet track are any indication, you are most certainly in good company.
So what makes the social intranet your company’s holy grail or holy mess? Is it because your company struggles with engaging multiple demographics? Is it because you’re global, but focus too much on local? Do you lack the infrastructure to support a social intranet? Or do you simply not have the manpower or resources? These are all issues that I hear about quite frequently, and, to be honest, there is no tried and true answer. While you can listen and share with other peers who struggle with similar quandries, learning by example can only take you so far. At some point, the direction and actions you take must be tailored to your company’s specific needs and goals.
Tagged as:
chess media group,
collaboration,
Employee Engagement,
enterprise 2.0,
jacob morgan,
smallworlder,
social intranets
