People like to say they make rational decisions, but in reality, people are driven by emotions. Personal relationships greatly influence employees to become engaged, work effectively, stay with their company, and act as ambassadors for their organisation. Managers need to recognise that engagement is more than just feeling happy at work.
Engaged and empowered employees are fully involved and enthusiastic about their work and will act in a way that furthers their organisation‘s success. Employee engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job, manager, colleagues, and the organisation that profoundly influences their willingness to learn and perform at work.
Emotions toward the employee’s company and his or her direct manager are leading indicators of engagement in the workplace. Engagement often begins with employee empowerment.
Build positive emotions and create a productive work environment that leads to employee engagement.
Make the employee feel “valued.” Feeling valued promotes other positive emotions. Immediate supervisors are the key producers of positive emotions that can cause a stronger sense of satisfaction in an employee. Positive emotions increase a person’s energy and performance and make him or her more likely to help others (coworkers) complete tasks.
Increase employee confidence. Feeling valued and confident simultaneously empowers people to make good work decisions and generates enthusiasm.
Enthusiasm is the key. When employees feel enthusiastic about their jobs, they try harder, go the extra mile, and even begin to think outside the box to perform a job or task.
Enthusiastic employees are excited to go to work and be at the workplace. Employees who are enthusiastic about their jobs become excited to be at work, not only because of the pay-check or the next promotion, but because they care about the organisation and want to work to help further its goals.
Engagement can be measured by an employee’s willingness to recommend their organisation as a place to work and a place to do business.
Employee empowerment is important. Employees need to feel they belong to an organisation and are proud to be part of it. Those who connect emotionally with an organisation feel a sense of ownership and are more likely to stay with the company, enabling them to deliver superior work in less time and reducing turnover cost.
Engaged and empowered employees are fully involved and enthusiastic about their work and will act in a way that furthers their organisation‘s success. Employee engagement is a measurable degree of an employee’s positive or negative emotional attachment to their job, manager, colleagues, and the organisation that profoundly influences their willingness to learn and perform at work.
Emotions toward the employee’s company and his or her direct manager are leading indicators of engagement in the workplace. Engagement often begins with employee empowerment.
Build positive emotions and create a productive work environment that leads to employee engagement.
Make the employee feel “valued.” Feeling valued promotes other positive emotions. Immediate supervisors are the key producers of positive emotions that can cause a stronger sense of satisfaction in an employee. Positive emotions increase a person’s energy and performance and make him or her more likely to help others (coworkers) complete tasks.
Increase employee confidence. Feeling valued and confident simultaneously empowers people to make good work decisions and generates enthusiasm.
Enthusiasm is the key. When employees feel enthusiastic about their jobs, they try harder, go the extra mile, and even begin to think outside the box to perform a job or task.
Enthusiastic employees are excited to go to work and be at the workplace. Employees who are enthusiastic about their jobs become excited to be at work, not only because of the pay-check or the next promotion, but because they care about the organisation and want to work to help further its goals.
Engagement can be measured by an employee’s willingness to recommend their organisation as a place to work and a place to do business.
Employee empowerment is important. Employees need to feel they belong to an organisation and are proud to be part of it. Those who connect emotionally with an organisation feel a sense of ownership and are more likely to stay with the company, enabling them to deliver superior work in less time and reducing turnover cost.
RSS Feed
