Posted by: Professionals In Human Resources Association (PIHRA) | June 5, 2012

Are your employees engaged? There’s an award for that!

ADVERTORIAL

Are your employees engaged? There’s an award for that!
by Razor Suleman, Founder and Chairman, Achievers

Retain Top Talent and Meet Your Business Objectives by Engaging Your Employees with the Eight Elements of Employee Engagement

You’re probably all-too-familiar with the phrase “our employees are our greatest asset,” but what does it really mean? The most successful companies are those that treat their employees like the valuable assets they are and manage to engage their workers to go above and beyond the call of duty.

Employee Engagement is a term which has undergone controversial deconstruction of what it truly means. We like the Gallup definition: “Employee engagement is how each individual employee connects with your company and how each individual employee connects with your customers.” Engaged employees are committed, passionate and inspired by their work – and inspire others by their example. They care about the future of the company and are willing to invest the discretionary effort to see that the organization succeeds. Engagement is critical to performance and retention, employees who are most committed perform 20% better and are 87% less likely to leave the organization-indicating the significance to organizational performance.

The Achievers 50 Most Engaged WorkplacesTM Awards is about finding companies with high performing cultures filled with engaged employees. The awards inspire enhancements to the workplace by highlighting and championing the growth of employee-centric organizations worldwide.

The awards are based on the Eight Elements of Employee Engagement which form the foundation of any successful human capital strategy. It is the combination of all eight factors that makes for a successful engagement initiative. The engagement model is a list, not a rank, because people are motivated and engaged differently and there are multiple engagement levers.

Leadership
Leadership is the engine that drives everyone in the organization to succeed. Through their every action, your leaders both inspire the performance the organization most desires and serve to model that behavior for others to emulate. People don’t leave companies, they leave managers.

Communication
Communication is an essential element for any high-performing organization and a top motivator for employees everywhere. Good communication is systemized, predictable, open, honest and timely. Communication needs to be fluid, frequent and multi-directional throughout the organization. All employees should understand the company’s business strategies, plans and progress in order to contribute.

Culture
Great companies have something in common: they all have a unique corporate culture which galvanizes employees to excel. The most successful companies have corporate cultures and values which are deeply engrained in employees. Is your corporate culture clearly defined and clearly communicated? Do your employees live your culture’s values? Your corporate culture needs to resonate with your employees in order to promote engagement. From an HR perspective, you also need to evaluate potential employees on the basis of your corporate values and hire people that fit into the culture.

Rewards and Recognition
Just as communication must be systematized and timely, so must employee Rewards and Recognition. Traditional Rewards and Recognition programs such as President’s Clubs and Years of Service awards have their place, but employees need immediate recognition in order to repeat positive behavior in their day-to-day activities. A well-defined Rewards and Recognition system allows employers to effectively differentiate between good and poor performers and tie rewards directly to performance. Establish a culture and supporting programs that recognize results and enable on-the-spot feedback to mold employees into high performers.

Professional and Personal Growth
Professional growth is about being challenged in the workplace and being given meaningful work and opportunities for training and advancement. Employers should recognize that their employees’ professional and personal growth are intertwined. People spend the majority of their time at work, so it’s not surprising that most of an individual’s personal development comes from being on the job. Placing a value on work-life balance has positive outcomes for both the employee and the employer.

Accountability & Performance
Company performance and success is a strong motivator. Everyone wants to feel like they are part of a winning team and are contributing to that team’s success. High performers – the A Players that all employers want to retain – hate to lose. A results-driven organization recruits top talent, recognizes hard work and coaches its employees to excel. High performers inspire others. Employees want to know that they are working with other smart, talented people. When they know this, they show up for work ready to give their A-game. Direct managers are a key component of company performance and success: they must set clear goals and performance standards for employees and make sure employees know that if they continue to exceed their goals, rewards and advancement are the next natural step.

Vision and Values
An engaged employee understands the big picture and how they fit into it. In many ways, an organization is no different than an individual: It has dreams, aspirations and a vision. To engage employees, the organization must communicate its vision and motivate employees to “buy in” to that vision. A clearly-communicated vision and values give employees something to rally around. If an employee feels like he or she is part of something bigger than themselves, they will be much more likely to go above and beyond to contribute to a greater purpose.

Corporate Social Responsibility
Employees want to know that the company they work for cares about more than just making money. There is a direct correlation between corporate social responsibility and employee engagement. Successful companies tend to be deeply engaged with their community and committed to social efforts such as charity fundraising and the environment.

Summing Up
Employee engagement is really about the human drivers of organizational performance and tangible business results. Employers cannot afford to be complacent about retaining top talent and engaging employees to put all their effort into their jobs. An engaged workforce can not only make a real difference to your bottom line, it is the companies that regard and manage employees like the assets they are that have the long-term competitive advantage.

If your organization practices the Eight Elements of Employee Engagement, apply today!

The Achievers mission is to Change the Way the World Works. We are accomplishing this by helping companies around the world recognize and reward positive employee behaviors on a daily basis resulting in higher employee engagement and better business results. Check us out on the web at www.achievers.com.

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Responses

  1. Rewarding employees when called for is a great practice. When employees are recognized for their hard work, achievements, etc. they feel like they matte, are noticed, and will generally be happier at work, and be loyal to the company and want to help it succeed.


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