what are the various best practices are in play to retain employees and for this purpose what are the different kind of employee engagement techniques are being used in different companies.
From India, Chandigarh
From India, Chandigarh
(1) A recent research published in Harvard Business Review says: happy employees are good for business.
(2) From 2 major studies: (1) Shawn Achor (2) Lyubormirsky, King, Diener in meta-analysis of 225 academic studies:
+31% PRODUCTIVITY
+40% CAREER PROGRESSION
+33% TALENT RETENTION
+37% SALES
+200% CREATIVITY
+900% EMPLOYEE ENGAGEMENT
Using Positive Psychology to achieve employee engagement for the above:
An extract from my company's newsletter:
Real productivity resides within every human being. It is therefore crucial for organisations to evoke the best of their people to achieve the desired objectives. Positive organisational behaviour research points out some strategies on how an organisation can cultivate a climate of growth and flourishing:
1. Create positive culture - Positivity can be generated purposefully. Positive psychologist Barbara Fredrickson in her “broaden and build” theory showed that positive emotions broaden our perceptions, thereby connecting us with more possibilities and building up future resources. It is essential for organisations to design their work culture to react to goodness.
2. Focus on strengths - People feel good and energised when they use their character strengths. Cultivating a strength-based organisation helps to increase engagement level and achievements, which means better retention, productivity, and growth.
3. Instill meaning at work - Workers that understand the significance of their tasks will demonstrate higher performance levels. Organisations also need to communicate their vision and mission consistently so that their employees recognise how their works Contribute to a greater good.
4. Develop authentic leadership - the idea is to position the leader according to his or her natural trengths, and allowing him or her to manage from that set point. Alignment and a positive bias in the following five C’s are critical to create a positive leadership:
psychological capital, moral compass, internal and behavioural consistency, constant communication, and creation of a supportive climate.
Positivity affects more than just emotions. It is not mere positive thinking, but a systemic approach that asks about “what’s best”and “what might be” instead of “what’s wrong” in organisations. Naturally, we would create the ideal future and generate the best of people—engaged, motivated, and happy!
Autumn Jane
CEO
Align Group
"For Life-WorkTM Happiness and Flourishing"
From Singapore, Singapore
137(2) From 2 major studies: (1) Shawn Achor (2) Lyubormirsky, King, Diener in meta-analysis of 225 academic studies:
+31% PRODUCTIVITY
+40% CAREER PROGRESSION
+33% TALENT RETENTION
+37% SALES
+200% CREATIVITY
+900% EMPLOYEE ENGAGEMENT
Using Positive Psychology to achieve employee engagement for the above:
An extract from my company's newsletter:
Real productivity resides within every human being. It is therefore crucial for organisations to evoke the best of their people to achieve the desired objectives. Positive organisational behaviour research points out some strategies on how an organisation can cultivate a climate of growth and flourishing:
1. Create positive culture - Positivity can be generated purposefully. Positive psychologist Barbara Fredrickson in her “broaden and build” theory showed that positive emotions broaden our perceptions, thereby connecting us with more possibilities and building up future resources. It is essential for organisations to design their work culture to react to goodness.
2. Focus on strengths - People feel good and energised when they use their character strengths. Cultivating a strength-based organisation helps to increase engagement level and achievements, which means better retention, productivity, and growth.
3. Instill meaning at work - Workers that understand the significance of their tasks will demonstrate higher performance levels. Organisations also need to communicate their vision and mission consistently so that their employees recognise how their works Contribute to a greater good.
4. Develop authentic leadership - the idea is to position the leader according to his or her natural trengths, and allowing him or her to manage from that set point. Alignment and a positive bias in the following five C’s are critical to create a positive leadership:
psychological capital, moral compass, internal and behavioural consistency, constant communication, and creation of a supportive climate.
Positivity affects more than just emotions. It is not mere positive thinking, but a systemic approach that asks about “what’s best”and “what might be” instead of “what’s wrong” in organisations. Naturally, we would create the ideal future and generate the best of people—engaged, motivated, and happy!
Autumn Jane
CEO
Align Group
"For Life-WorkTM Happiness and Flourishing"
From Singapore, Singapore
Great question. The payback of creating a fully engaged workforce is achievement of what management guru Stephen Covey stated as the possible performance gain of 500%.
The actions required to create that kind of workforce are simple: listen to what your employees have to say and respond to them to their satisfaction or better. It is the employee's job it decide what to do and how to do it and then do it. It is management's job to support them with whatever they need to do that. The only way for management to do its job is to listen to employees and respond to their satisfaction.
The last time I did this as the executive of a 1300 person unionized and demoralized group whose performance was far below any acceptable standard, performance rose over 300% and the vast majority literally loved to come to work. They worked together as a well-oiled team should and were a delight to behold.
Best regards, Ben Simonton
Leadership is a skill and so is engagement
P.S. I know that my methods are the antithesis of the traditional and normal command and control approach to managing people.
From United States, Tampa
The actions required to create that kind of workforce are simple: listen to what your employees have to say and respond to them to their satisfaction or better. It is the employee's job it decide what to do and how to do it and then do it. It is management's job to support them with whatever they need to do that. The only way for management to do its job is to listen to employees and respond to their satisfaction.
The last time I did this as the executive of a 1300 person unionized and demoralized group whose performance was far below any acceptable standard, performance rose over 300% and the vast majority literally loved to come to work. They worked together as a well-oiled team should and were a delight to behold.
Best regards, Ben Simonton
Leadership is a skill and so is engagement
P.S. I know that my methods are the antithesis of the traditional and normal command and control approach to managing people.
From United States, Tampa
I have checked posts by Roshni Haider at https://www.citehr.com/210361-urgent...nt-survey.html in which she clearly states that she is a student and seeking answers to her project.
My sincere request to students is to make clear in all their posts why they are seeking answers and what they have done so far to find answers. Also, click on the links in the sidebar at the right of this box, where similar queries have been answered.
From United Kingdom
My sincere request to students is to make clear in all their posts why they are seeking answers and what they have done so far to find answers. Also, click on the links in the sidebar at the right of this box, where similar queries have been answered.
From United Kingdom
thank you all. its proven to be a great help. but if possible can i get the recent trend going on for engaging employees in fmcgs,pharma and IT sector to be specific. regards thnk you very much
From India, Chandigarh
From India, Chandigarh
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Employee-engage ment.prn_190.pd f
Employee Engagement Study.doc
Employee engagement.ppt