Job Satisfaction Versus Employee Engagement
May 23, 2010 by Gail
Filed under Employee Motivation, Employee retention
Job Satisfaction Versus Employee Engagement
Managers want to fulfill their employee’s needs so that they are content with their pay, hours, and level of flexibility. Managers strive for employee satisfaction. But does job satisfaction equal employee engagement?
Consider Connie. She is an assembly line employee who is satisfied with her job. Her job means steady employment. She feels satisfied with her pay (at least it’s better than most of the jobs she could find down the street). She starts at 7:00 in the morning and gets off in time to pick up her seven-year-old from school. It meets her needs. However, for Connie, it’s just a job. She can’t say she looks forward to coming to work, and she doesn’t find herself motivated to perform her best.
Employee Engagement After the Recession
May 23, 2010 by Gail
Filed under Employee Motivation
Are you concerned that your call center will be effected by increased attrition once the recession is over?
Employee Engagement After the Recession
In a healthy economic market, workforce attrition fluctuates naturally with recruiting and hiring. However, during the last 18 months, hiring has decreased and voluntary turnover has slowed to a halt. Pent-up attrition has grown as employees who had intentions to leave their organization decided to stay and ride out the storm.
In addition, the pressure and job insecurity that has accompanied the economic downturn has reduced job satisfaction and employee engagement.
Conducting Employee Engagement Surveys
May 17, 2010 by Gail
Filed under Employee retention, Human resources
To understand how well your employees are engaged, if at all, an employee engagement survey might be used to gather some data on employee engagement at your organization.
Employee engagement issues do not resolve on their own; they don’t just “go away.” Engagement issues must be addressed immediately in order to avoid problems such as:
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Employee Recognition Programs From All Four Directions
May 16, 2010 by Gail
Filed under Employee Motivation
Employee recognition programs have been around a long time in a lot of different forms. We’re probably all familiar with some version of the tried and true “Employee of the Month” award that comes with access to the prime parking spot or even a day off with pay. The boss selects an employee that he feels is worthy and makes an announcement.
Over the years though, employee recognition programs have taken on a variety of different looks and directions. From boss to employee isn’t the only path praise can or should travel and many companies are implementing programs that encompass a much wider audience and encourage a much greater participation including from their customers. There are opportunities in every company, regardless of size, to implement employee recognition programs that travel in all four directions.
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Revitalize and Re-Energize Your Team
May 13, 2010 by Gail
Filed under Employee Motivation
Even with the national unemployment rate at close to 10 percent, the competition for top employees is intense. If you think that your employees aren’t as good as they should be, or that you’ve got B and C players but your performance will improve if you go out and recruit A players, you’re looking at the situation from the wrong perspective. A bigger challenge with a more rewarding result is to create a culture where the inside talent is recognized, developed, and encouraged to perform.
Your employees are a key element in making your company stand out and building customer satisfaction and loyalty. But for the most part, you and every other company in your field are dipping into the same labor pool. So how do you get extraordinary performance with people who aren’t much different than those your competition has?
Instead of trying to recruit new employees, the solution is to re-recruit the employees you have, keeping them motivated and perhaps even transforming them from B or C players to the A players you need. Here are some tips for re-recruiting your current team:
Fire Up Your People’s Potential
May 5, 2010 by Gail
Filed under Employee Motivation
The essence of leading for execution lies in guiding an organization or a group of people so that they not only get things done but get the right things done.
There are six rungs on this ladder, but in the end the most important thing you can do is give your people the chance to use their strengths to accomplish their goals; this will make them feel successful, and making people feel that they have the chance to be successful is the key to motivating them to get the right things done.
Can Rewards Programs Increase Staff Motivation?
May 5, 2010 by Gail
Filed under Employee Coaching and Development, Employee Motivation
What is it that makes a good team? While many things might be considered as important for making a good team; including bonding sessions, good training, good remuneration packages – it might all arguably come down to one word – motivation. Rewards programs are a way of ramping up the motivation process.
The best way to get the most out of employees is to make work an integral part of their lives. When someone enjoys their job or sees the value in working extra hard for their company then it can only mean that the company in question produces better products or services.
Employee Retention – Steps to Take Now to Retain Later
April 29, 2010 by Gail
Filed under Employee Motivation, Employee retention
As a nation, we are starting to see the light at the end of the tunnel. There are many encouraging signs that the recession is coming to a close and the road to recovery is upon us. Employees are breathing sighs of relief now that more jobs are safe, and employers are starting to prepare for a ramp-up in productivity.
Smart employers, however, will be aware that they may lose some of their best performing employees once more job positions are available. The loyal employees that have stuck by you through pay cuts, benefit slashing and layoffs will now have opportunities to leave your company. So what can you do to make them want to stay?
Positive Employee Relations – Happiness at Work Quiz
April 28, 2010 by Gail
Filed under Employee Motivation, Employee retention
A reporter recently asked if I had a “quiz” to determine whether or not you had a happy workplace. I told her I don’t think you can really determine such a complex question with a quiz, but that our survey research did give some starting points. Here are 3 places to start:
1. Satisfaction usually boils down to your relationship with your immediate supervisor. This is what I call the “don’t be a jerk” factor. People don’t leave companies or jobs, they leave crappy managers. In our survey research you can almost always predict overall satisfaction by looking at statements like, “My supervisor listens to my ideas and suggestions when I make them” and “I am able to talk openly and honestly with my supervisor about my work.”
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Leadership Essentials in a Recovering Economy
April 27, 2010 by Gail
Filed under Call Center Manager
The worst is hopefully behind us, but there is no doubt our economy is slowly recovering from one of the worst recessions in history. As many businesses struggle to climb out of an unfortunate 2009, there have been emotional strains within organizations that need to be somehow addressed. It starts with the company’s leadership.
Leadership has an unusual opportunity to keep the organization from slipping financially, emotionally and productively, and actually thrive during an irregular economy. Here are five practices that will help lay the foundation for future growth.
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