Employee engagement is a two-way street; the responsibility of both the employee and the leader. Recent studies show employee engagement is at a historic low, and while most workers are dissatisfied with their jobs, they have largely accepted their fates and have settled into a zombie-like work ethic, opting to punch the clock rather than strike out among the vast sea of job hunters.
Ironically, many employers have reduced efforts to improve employee engagement and utilize a motivational approach that sounds something like, “do what I tell you to, because there are plenty of people ready to line up for your job.”
This toxic relationship is taking its toll. Disengagement is like a virus in an organization, and spreads quickly throughout a company’s rank and file until it ultimately spills into the customer experience. There are things the employee can do to take engagement into their own hands, but effective leaders need to actively engage in the process as well. Here are 5 ways to help get engagement back on track.
Organizational Performance
Organizational performance is closely linked to employee engagement. Research indicates that the level of connection and trust that exists between an employee and their manager plays a significant role on workplace satisfaction and engagement. Relationships that operate with transparency, respect, open-mindedness, and with clarity about goals and roles tend to be more successful. Trust is built by making and keeping commitments.
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