Embedding Employee Engagement in your processes

Mike King at Learn This has a fairly long post on promoting employee engagement (here) — one last Hat Tip to the PM Blog Carnival (here).  I liked the thoughts in this passage especially:

Make it Part of The System … In order to ensure that employee engagement is something that gets attention, is measured and has various methods contributing to it, its important that it is part of a system. Not many things work on their own in business and its important to look at ways to embed it into the business practices….  [T]here are always examples where individuals do things right, but unless its fixed at a larger scale, it doesn’t become cultural or lasting…  The more ingrained it is into the system, the more likely employee engagement will expand and retain itself as part of the culture in the workplace. [emphasis mine]

This insight is often missed by human resources and other professionals focused on employee development.  Too many of these colleagues see their practices as somehow set apart from the rest of the business or they don’t have enough commercial experience to do so effectively.  Line managers and HR partners should collaborate to embed employee engagement practices into the way their firm works.

Finally, I should acknowledge Jose DeJesus’s post on employee motivation (here).  One could do worse than to pay heed to his five steps:

1. Listen to your employees.
2. Acknowledge your employees’ achievements.
3. Help your employees develop their own communications skills.
4. Encourage your employees to grow into new roles and take on additional responsibility.
5. Set a Good Example.

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