Engaged employees give your company a competitive advantage. The more engaged your teams are the deeper the commitment, the more productive they are and the happier the overall culture. In Cheryl’s book, “101 Ways to Make Generations X, Y and Zoomers Happy at Work” she provides a look at all of the components that make up employee happiness which translates directly into employee engagement.
Companies such as Google, Zappos, and Facebook have built their success on creating happy places to work. Fun is a factor for engaged workers; an element of fun at work creates a relaxed and collaborative environment. Flexibility is a factor; companies that have flexible work options enjoy higher engagement levels. Leadership likeability is a huge factor – are your leaders approachable, friendly and willing to share what they know and help people grow?
Solutions to increasing employee engagement include multiple communication tools such as face to face, Skype, using the company Intranet, Social Media, Fun factor, likeable leaders, flexible HR policies and more. Training on generational teamwork, reverse mentoring, and knowledge sharing all contribute to higher employee engagement.
69% of employees are either not engaged or are actively disengaged.
As many as 80% of people leave jobs because of relationship issues.
87% of staff turnover is preventable by increasing employee engagement.
Corporate Leadership Council
Leaders are both born AND made. Some leaders have an innate ability to inspire and to coach their people to high performance. Other leaders have to learn the art of inspiring performance. The leaders of the future today do not ‘teach’ they coach!
A coach approach focuses on the strengths of an individual while holding a compelling vision for the future that people want to follow. Employees cite that it is an inspiring leader that is a major factor in being engaged at work.
One of Gen Y’s biggest frustrations is that they know they are not likely to stay on a job for ten years in order to get a promotion. In fact Gen Y’s want learning and growth at a faster rate – they want to know what you know and they want to know it now. This attitude can cause Gen X and Zoomers some frustration however its important to know that knowledge sharing is a key engagement strategy. There might be a fear that if you teach someone everything you know you won’t have a job. The opposite is true, if you teach someone everything you know then you have to continue to grow AND you increase your opportunities. Cross-departmental knowledge sharing is a competitive strategy.
Many leaders think money is the motivator. Not so. What people want the most at work is to feel as if what they do makes a difference. They want to contribute, they want to share their gifts and they want to feel as if they are a part of something bigger than themselves. The exciting thing about the future of work is that robotics is quickly taking over repetitive tasks that used to be done by people AND this means that the work that people do gets to be more meaningful. Companies who focus on making the work meaningful have higher levels of employee engagement and happiness.
Cheryl Cran provides strategies, inspiring ideas and usable resources to help you increase employee engagement.
Cheryl Cran’s consulting services are designed to help you lead your organization into the future. If you are focused on improving employee happiness, Cheryl can help to set you up for success. Solutions include in-depth employee engagement assessments, analysis of key employee happiness factors, leadership coaching for employee engagement and employee engagement consulting.
CEOs and Leaders who work with Cheryl are finding solutions to their organizational challenges. Are you ready to boost employee happiness and engagement?
Cheryl Cran shares the secret to making employees feel happy. Get guidance from an employee engagement expert.
Check out Cheryl’s leadership eCourse, which will teach you how to take your business up to the next level.