Tag Archives: employee engagement

Clarify Values to Unlock Employee Engagement

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Does your organization regularly clarify and remind employees and clients of its core values? Do you even know what they are? According to author and leader, Dr. Cynthia Scott, “Values are the driving force behind personal action, and a beacon of focus during turbulent times. Successful organizations recognize the business case for value clarity, and they know that connecting personal values to organizational strategy is the vital link to employee engagement, innovation, commitment, performance, decision making—and a competitive advantage.”

A solid values statement can be a catalyst for positive behaviors; it offers ‘default’ focus points in the face of challenge, conflict, and organizational change. A solid set of values offers a core navigation point when many forces are in flux.

And how about your own values? Are they aligned with your organization? Take the time to consciously outline your personal value statement and then you can decide how it compares with that of your organization. Are there discrepancies, or is it basically in alignment with the place that you spend most of your time? The more alignment you can find, the more effective you can become.

Years of economic shifts have left many organizations lost in the stress of daily challenges.  When it comes to workplace cultural and behavioral principles, many organizations are overwhelmed by competing messages, requirements, and structures. Because it’s difficult to find space within day-to-day business operations to reinforce value-based behavior, or correct behavior that is not aligned with organizational values, many organizations decide that as long as the behavior doesn’t create an immediate legal risk, it’s not an immediate problem.

But, employee behavior is an indicator of employee engagement.  Employees invested in the values of their organization will perform better, and be more satisfied with their jobs.

Learn how to clarify your personal and organizational values, and how you can use them to navigate conflict, encourage and inspire positive behavior, and get better results.  Attend this free webinar presented by Dr. Cynthia Scott!

Discovering Values: The Key to Unlocking Employee Engagement

will take place on

Wednesday, July 18th

from 11:00am to 12:00pm, Eastern time. 

Register now to reserve your space!

Improving Performance Through Employee Engagement

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According to Deloitte’s Shift Index survey, as much as 80% of people are dissatisfied with their jobs.  Miserable jobs drain people of their energy, confidence, and self-esteem. Miserable jobs also have a huge impact on an organization, its productivity, turnover, morale – and its bottom line.

Here are three core culprits of workplace dissatisfaction. Start addressing them today to stem the tide of dissatisfaction in your workplace.

Anonymity: Employees feel unknown or invisible at work.

Many managers make a point of mentioning the successes of a particular team member in front of their peers. While this is a good tactic, you’ll find that a personal stop by their desk or office, or an intentional phone conversation to recognize successes (big or small) will pull your team members out of their sense of anonymity.

Irrelevance: Employees sense the work they are doing has no impact.

What is the actual impact of each person on your team? Can you state that impact in one or two sentences? Better yet, can they? Use 10 minutes at your next weekly meeting to pose the question and have each of them reply. If they can’t do it at a moment’s notice, help them crystallize their own impact, so it is always on the tip of their tongue – and yours!

Immeasurement: Employees are unable to measure their contribution or success.  

Measurement is a classic business problem that has been dogging us for decades, and no matter what tools we employ, it can be difficult to maintain consistent measurement in today’s workplace. Projects are fast paced, goals shift as needed, and unknown variables pop up. In this case, instead of quantifying each person’s contribution, consider giving each component of a project a value, and explain that value to everyone. This way they know what has importance to the team and organization, and the value you assign to their contribution.

In his new training package, Managing for Employee Engagement, Patrick Lencioni faces these three issues  and gives solid insight on how to improve your workplace and, as a result, productivity.  At the HRDQ Store, we offer a free FAQ download about the training package.

Don’t miss this one!