In the wake of Brexit, there has been a lot of uncertainty circulating in the media, especially in regard to politics. The political tree has been shaken with the resignation of Nigel Farage from the UKIP Party. This is only the latest in a long line of developments. Cameron is due to step down in three months time, Corbyn is maintaining his stance. Essentially, a lot of focus has been on politicians scrambling to re-assess their positions as the dust settles.
Employee engagement: a definition
According to the CIPD, employee engagement is:
"a ‘mutual gains’ employment relationship, creating a win-win for employees and their employers. It’s usually seen as an internal state of being, physical, mental and emotional, but many also view it as encompassing behaviour and in particular work effort."
"People work for money but go the extra mile for recognition, praise and rewards." - Dale Carnegie, Leadership Training Guru
“Without involvement, there is no commitment. Mark it down, asterisk it, circle it, underline it. No involvement, no commitment.” – Stephen Covey.
So, what exactly is employee engagement? We like the CIPD's definition which proposes:
Last week we began a series on employee engagement, where we identified the CIPD’s ‘mutual gains’ definition as encompassing:
“Employment engagement proposes a ‘mutual gains’ employment relationship, creating a win-win for employees and their employers. It’s usually seen as an internal state of being, both physical, mental and emotional, but many also view it as encompassing behaviour and in particular work effort.”
So, what are the 3 C's of employee engagement?
Did you know that just 13% of employees are engaged at work? Everyone seems to be talking about ‘employee engagement’ these days, but what are the rules?
Checkout our latest Newsvine and download our "10 rules of employee engagement."
You can have brilliant ideas, but if you can't get them across, your ideas won't get you anywhere.
— Lee Iacocca
As is customary at this time of the year, a lot of business leaders will be refining their vision, setting goals and defining objectives for the coming year. All this is well and good, but then comes the stumbling block: communication. After all has been refined, set and defined, is anyone really getting the message?
25 years working with employers, we kept hearing the same thing time and time again. Employers want to retain staff, they want the best people and they want their employees to love coming to work. Likewise, employees want to be listened to, communicated with and trained to do their jobs well. Employee engagement is a phrase we hear all too often these days, and we all know we should be doing it. But are we, really?