Have you heard people say about someone ‘She works as hard as if it’s her own business’? What this statement means is actually that employee engagement is present in the organization that they are working in.
But, let’s be honest – how seldom do we see a person like that?
Most employees spend 8 hours per day in their workplace but 80% of the time their attention is focused on something else…kids, shopping, what someone said in the cafeteria in the morning…
80% of the work is done in the 20% of the time that staff is actually engaged at work. What would it mean for your company if you could engage employees 100% of the time they spend on your payroll?
Employee engagement is not a new concept and most business owners and managers would agree that its presence influences the organizational development in a positive way.
It’s absence, however, is significantly hindering it. The fact is, that even with great efforts, new techniques and approaches to employee engagement, we are still paid per hour and not per unit of work completed. Employees are paid for their presence, not for results, and most of the time this is what they provide their employers with – presence, not productivity.
We cannot change the way we ultimately pay employees because of public and government regulations, but we can change the way people see their time spend in the workplace and this is what employee engagement is all about.
Why should you care about employee engagement training?
The most important question for commercial businesses working for profit is ‘how much does it cost?’ or ‘does it make us money?’.
The bottom line of employee engagement is that it doesn’t exist in your organization you are losing money. You are paying people much more than they are working for.
Employee engagement increases productivity, improves customer service, inspires innovation and keeps the company moving forward.
You should be paying for that, not for employee hours.
As an advanced business professional, we are quite sure that you have some kind of employee engagement system in place.
You have made the first steps to create change in your business but are you sure that those are the right steps and you are not stumbling organizational development?
The theory and practice of employee engagement is not an easy matter because it deals with people and how they relate to a corporate culture. It is very easy to have this complicated issue approached all wrong.
In fact, the lack of proper training in the organization can be the killer of your employee engagement program. The obvious reason – if it were in your knowledge base your company would not miss on that opportunity.
Employee engagement training for an organization’s head of human resources or organizational development is a must. The environment and the relationship of employees to businesses are shifting quickly. Actually, the importance of employee engagement is often neglected. This is a consequence of the lack of training and dedication of management. Once the realization of the benefits of employee engagement hits senior management, the necessary resources for making it happen are provided.
But without proper training, the case is usually a couple of policies in a memo. The lack of understanding of the need of an integrated employee engagement strategy is the reason behind the lack of results in the end.
Bottom line – if you already realize that employee engagement is a necessity for a successful organization, it is a CEO’s mission to assign an officer to deal with employee engagement and to make sure they have the right tools and competences to do so through the appropriate business training.
The lack of an employee engagement program is hindering productivity and creativity in many organizations. It is sad to see that even companies dedicated to employee engagement are struggling to see results due to the absence of proper training.
Before you implement your employee engagement program, make sure you know what you are doing.
To help you find out if the people responsible for employee engagement are properly trained for the job, we prepared a short checklist for you.
The head of employee engagement should:
- Understand the relationship between organizational development and employee engagement
- Recognize the importance of employee engagement as a part of the overall organizational strategy
- Know what engages current employees in your organization
- Have a strategy to motivate and inspire engagement leaders
- Understand and manage the risk of disengaged employees
- Identify and apply best practices to inspire extraordinary performance
- Understand and apply the tools for creating an environment of engagement trough systems of constant evaluation
- Have come up with and presented an employee engagement action plan to the board
- Be able to directly relate employee engagement to organizational success
- Know how to leverage employee engagement to solve organizational issues and drive change
We believe that these ten items are the essence of having an effective employee engagement strategy in place. If the head of employee engagement does not posses the skills and competences to manage those tasks we recommend a training program to fill the gaps.
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