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Business Growth: What is Employee Engagement and Why It Matters by Aron Govil

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Employee engagement is one of those management buzzwords that, like “strategic thinking” and “synergy,” keep cropping up in job descriptions because everyone knows it’s important but no one seems to know what the term means. Here’s a definition – it’s how much your employees are committed to helping your company succeed. How can you increase employee engagement?

Along with asking good interview questions to gauge candidates’ attitudes toward teamwork and following directions, these ideas should help you improve employee commitment at your organization: Aron Govil


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1. Maintain high standards for customer service, even when times are tough.

During the recession of 2008-10, many companies felt they could cut back on customer service without losing business because so few people had the extra money to spend on high-end products and services.

That’s not true for everyone, though, and many organizations saw their revenues increase during that same period even as they cut back on customer service because of a perceived lack of demand. This is not the time to take your customers – or your employees’ commitment to them – for granted.

Worker commitment is the manner by which firmly representatives feel associated with their work and their manager. Albeit many individuals use terms, for example, worker commitment and representative fulfillment or occupation fulfillment conversely, representative commitment is more extensive than representative fulfillment.

That is on the grounds that fulfillment is fundamental regarding the way in which blissful workers are in their job at the organization. Representative commitment thinks about the inspiration, responsibility, and association workers have to their job and the association.

2. Give employees opportunities for career growth

In addition to providing training and development programs, make sure it’s clear how individual workers can excel within the company – and reward those who do so with promotions, raises, bonuses, and plum assignments. Promoting from within is a great way to show your team you care about their future.


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3. Offer more flexible work schedules

If you work in a highly competitive, results-oriented field (banking and finance, for instance), chances are you don’t think much of employees who take long lunches or leave early on a regular basis. But many workers feel they aren’t able to do their best work if their personal responsibilities make it impossible for them to stay late at the office when necessary.

Give people the flexibility they need to handle such challenges while encouraging them to maintain high standards for meeting deadlines and responding promptly to colleagues’ requests.


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You can often accomplish this by adding shift options when building your staff; retail employers often find that offering both day and night shifts makes it easier to find enough qualified workers – and improves morale among those who get more free time.

4. Provide on-the-job training

The more your employees know about the company’s products and operations, the better job they’ll do – but some of them may learn more quickly than others. Be sure to provide opportunities for everyone to participate in cross-training programs so they can represent your organization confidently with customers or at industry events.


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5. Encourage teamwork, even when it means stepping out of their comfort zone

Rivalry among employees is common in every workplace; unfortunately, this drive to get one up on colleagues can dilute an organization’s overall sense of purpose. Even if you don’t want all your workers singing “Kumbaya” together at lunch, make sure new hires understand that helping their co-workers is as important as the individual tasks they are responsible for completing.

6. Make it easy for employees to share information

Some managers bar their staff from using social networks on company computers, but this policy may actually make sharing of useful ideas more difficult. Provide access to online collaboration tools so everyone can keep track of what’s going on inside and outside the organization – and encourage them to use these resources to improve performance.

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7. Be consistent in applying your policies

Employees who understand what you expect of them are more likely to meet or exceed those expectations. This doesn’t mean that new rules should be issued every time someone complains about a longstanding practice; rather, you want all your workers – whether longtime incumbents or new hires – to understand the rules of the game.

8. Show that you celebrate success

Employees who go above and beyond in their work may not know whether their extra effort has paid off without some recognition from management. When one worker does something noteworthy, publicly acknowledge his or her contributions so others can follow suit.

Conclusion by Aron Govil:

Whether you’re hiring new employees or working with the ones you already have, keep in mind that your customers aren’t the only people who deserve your time and attention. Building a successful company means taking care of every person who works to make it great – and that includes you.


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