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MessagePosté le: Jeu 1 Sep - 08:11 (2016)    Sujet du message: Employee Engagement Strategies Pdf Download Répondre en citant




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David Mallon, High-impact learning culture: The 40 best practices for creating an empowered enterprise, Bersin by Deloitte, June 10, 2010, . We need to make sure jobs are meaningful, people have the tools and autonomy to succeed, and that we select the right people for the right job. While such measures of engagement have been used for years, organizations tell us they arent providing modern, actionable solutions. Steve Yoder, Is America overworked? Fiscal Times, February 16, 2012, . Investment in fundamental management practices has a tremendous impact on engagement, performance, and retention.22 In many ways, management is the most important capability we have. Second, a company must support and honor what we call facilitated talent mobility. At Google, the policy is called 20 percent time: a day a week set aside to work on something new or outside your normal job function. Zappos, a company that prides itself on culture as strategy, uses its 10 core values to assess people for cultural fit in the early stages of the application process.18 By getting to know candidates well (through online and phone meetings) before people even apply for jobs, Zappos can assess fit and help people decide if they should even apply for a job. High-impact leadership organizations spend 1.53 times more on management development than their peers.30 This continuous focus on building leaders, connecting leaders to each other, and giving leaders the coaching they need is critical to building a highly engaged workforce.

Well-run companies constantly look at the work they do, trying to find ways to outsource more to technology and produce more output with less expensive human input. It may seem counterproductive to let people take time off during the week, but in fact the opposite is true. These tools include employee feedback systems as well as data analytics systems that help identify and predict factors that create low engagement and retention problems. We call this a shift from improving employee engagement to a focus on building an irresistible organization. Without increased amounts of empowerment and local control, complexity can lead to high levels of error and stress.52 Southwest Airlines, one of the top 20 rated employers in 2014, has honed simplicity and empowerment in its business model.53 The company focuses heavily on employee empowerment in its management training, letting the local team (the airplane crew) make all the decisions they need to run safely, on time, and on budget.54 The company also works hard to keep its entire business simple: Southwest uses a single airplane model (Boeing 737) and common boarding and reservations processes for every flight. In many ways, management is the most important capability we have. Today this typically fails, and people immediately see the deception. There are three issues to address: Companies need to expand their thinking about what engagement means today, giving managers and leaders specific practices they can adopt, and holding line leaders accountable. During the heat of the space race, a group of reporters visited NASA (a mission-driven organization) and saw a janitor working toward them with a broom in hand.

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