Best Companies

8 Ways to Destroy Employee Engagement

Posted by Abigail Fox on 23-Jul-2015 09:37:00

Is your organisation stifling employee engagement at every turn? Check your workplace for these classic (and avoidable) engagement zappers.

Lack of care

All leaders long for team members who care about the work they do, their roles and colleagues. So why not lead by example? The world's best companies typically foster a culture of caring, trickling from the top down. This means understanding and acknowledging that people have lives outside of the workplace by respecting family time, as well as making sure everyone has plenty of time and energy left over for friendships and hobbies. How well do you really know your employees, how they're feeling, and their personal or professional concerns?

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Topics: engagement strategy

7 New Year's Resolutions for Employee Engagement Success

Posted by Jane Young on 06-Jan-2015 13:17:00

1) Take a Personal Approach

So often we think of offering our employees 'professional development' options, but how about thinking more in terms of ' personal growth'? In doing so, you can demonstrate the value and importance of each individual, beyond corporate objectives. Ask your employees, what can we do to help you? Find out their personal, as well as professional, goals. You may be surprised by your discoveries!



2) Get Ethical

Does your company have a clear ethical underpinning which your employees can feel both proud of and aligned to? Having an accessible, simple code of ethics is a great demonstrator of values, passion, and a commitment to the bigger picture. Don't just hide your ethics in a frame behind reception – make sure everyone knows about them, from employees to clients – ensuring they're taken out into the world.


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Topics: engagement strategy, wellbeing, personal growth

Transformational Engagement - a HR Guide

Posted by Jane Young on 03-Sep-2014 16:59:00

Attracting, retaining and developing talent is more challenging than ever before. Employee satisfaction is no longer enough, as we enter a new era of transformational engagement.

This shift demands that HR takes an influential, strategic position at the table, armed with engagement data and a firm grasp of what it takes to build a powerful employer brand.

Many business leaders talk about ‘going from good to great’ - and countless strategies have attempted to make this shift happen - but relatively few have succeeded. Why?

The answer is no less complex than the problem. Common barriers include:

  • Business decisions and goals set at departmental level compete with one another. Success in one area damages another, e.g. higher sales scuppers customer service; or higher manufacturing productivity scuppers distribution. This is due to lack of transparency and silo’d planning processes that don’t emphasise connectivity between each node in the network.

  • Time and effort invested in strategy is not matched with investment at grass roots level; or in other words, change gets blocked at a specific level in the org structure - where there’s a communication gap, with little information going up nor down. If managers don’t embrace or understand the change, they won’t engage their teams and the change isn’t embedded as business as usual, leading to disappointing results.

  • Organisations are simply trying to do too much - taking on new projects that spread resources too thinly; leading to project failure, overspend, under-delivery and distraction from the main trajectory, deviating the company further from achieving its most important goals.

  • Senior leaders aren't fully commitmented to change and excellence. Settling for adequate employee engagement or adequate service, for instance, stunts transformation plans. If senior leadership perceive new thinking and practices to be a distraction from their core revenue and profit concerns - as opposed to directly contributing to them - game-changing initiatives will fail to gain traction, often dismissed as 'fluffy' or nice-to-have; resulting in the organisation falling behind its competitors.
  • The talent required to deliver against goals and make projects successful isn’t available, due to underestimating the resource that’s needed to turn a strategy into reality; or underestimating the challenge of acquiring and retaining the best people.

These issues span every level and department; and cannot be solved with the same thinking that was used to create them. Something new is required - a set of practices, tools and knowledge that will serve as glue, aligning the organisation towards clear, inspiring goals; and building energy and relationships to provide the momentum required to deliver.

Welcome transformational engagement - the essence of great companies.

Download the white paper 'Transformational Engagement - a HR Guide' for further detail that isn't covered in this post 

Watch our video presentation on Transformational Engagement

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Topics: engagement strategy

Best Companies

For a better workplace

An engaged workforce is more motivated and productive because people take pride in what they are doing and have faith in those around them. This leads to better working relationships, greater collaboration and ultimately, a more successful organisation.

The academically tested and verified methodology we've built is one of a kind, and feeds our 8 factors of workplace engagement.

Our world-class methodology powers The Sunday Times Best Companies to Work For list, spotlighting the UK’s best workplaces on a national stage.

We offer self-service tools, workshop programmes and engagement expertise to help you unlock your organisation's engagement potential.  

Your engagement journey can be as brief or as far-reaching as you like. Wherever your organisation needs to go, we’ll be with you at every step to make things as simple as possible.

Call 01978 856 222 to talk to a member of our team.

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