One Size Doesn't Fit All For Engagement Strategies
What was the trend for employee engagement in 2012? Has the ongoing recession caused a decline on the engagement levels of workers? Experiencing financial constraints, what was the attitude of employees towards their employers?
Aon Hewitt conducted a study entitled "2012 Global Trends In Employee Engagement", and results were quite stunning. According to the research, at the onset of 2008 until 2012, employees remained to be as engaged as they were, indicating that the effects of the global financial crisis are diminishing. Organizations want to establish employee engagement to ensure productivity, but one size doesn't fit all in this scheme. Variables are involved in the inconsistencies or otherwise in the level of engagement of employees, and many factors are taken into account to devise the right engagement strategy.
On a global scale, workers' engagement is seen to be stabilizing. Shifts occur across regions, but 58% rate signify stability, with the largest improvements observed in Asia Pacific. Forty - two percent of employees in Asia Pacific are categorized as either fully or partially engaged. Limited career development and advancement put a dent on employee engagement, recruitment and retention, making these tasks more challenging to companies.
The Top Drivers Of Employee Engagement
Aon Hewitt's 2012 study determined the top drivers that motivate employees to "say, stay and strive":
- Company reputation
- Career opportunities
- Company recognition
- Managing Performance
- Communication
- Employee-centric business strategy
The best option for an engagement and business strategy is the employee- centric approach. The paradigm shifted from organizations asking "what should we do to boost employee engagement" to "what do employees need to motivate their engagement"? Organizations need to ensure employee engagement because it is the most viable means to garner optimal productivity.
Economic slump needs people to tighten their belts. It's not the right time to be finicky. There are lesser employment opportunities, that's why employees work harder, especially to please their bosses. The cost of losing a job can be quite expensive, thus employees stay loyal to their companies, as experienced in Asia Pacific.
Employees That "Say, Stay And Strive"
It generally is not easy. There are smash ups of the economic downturn, but the trend was propitious for employee engagement. Fast growth areas of China, India and sub Sahara Africa are caught in a "talent of war". These regions have difficulty maintaining engagement levels and employee recruitment and retention. Engagement levels in India and China were low at 60%.
"Say, stay and strive" is the fundamental formula of employee engagement wherein the workers say positive things about the company, intends to stay longer and are motivated to contribute to the success of the organization.
Leadership coaches can act as mentors or guides to leaders thrusted upon with crucial responsibilities. There often are issues concerning elegant leadership that a leader has to deal with, too. His or her actions and decisions ought to be carefully planned to produce the desired effect, not to mention the possible consequences.
BalasHapusSmall Business Leadership Coaching