Working as a team is the only way of working together. This is not only beneficial for the orhanisation but for the workforce as well. The reason is task gets divided among the available resources and each individual is assigned a task which resonates with his/her expertise.
How do you get your employees aligned towards a single organisational goal? Arrange team building events that inspire them to work together as a team.
How do you encourage active participation in team building activities? For that, take a look at this blog...
Know employee engagement facts to organize productive team building eventsTake a look at the flow of the above article here...
Organising effective team building events is a heck of a task. You have to bring forth the importance of team building activities in front of your employees in order to get them seriously enrolled in the programs.
How do you encourage your employees to be active participants in team building programs?
To understand it throughly read through the blog below which talks about employee engagement facts…
4 Employee Engagement Facts That Every Team Leader Should Know
Let us go through the flow of the blog here…
Are you a team leader managing a team of employees? No matter how experienced you are, working with each team is a different experience.
Tricks that worked with one team probably won’t work with the other. If you’re constantly finding ways to engage employees, you’ll find this article useful.
Here are 4 essential employee engagement facts that every team leader should know.
1. Individual employees engage differently
Employee engagement is often talked about or thought of as a group action. But in reality, it means different things to different people.
A lot of how people engage at work has to do with why they’re there in the first place. An employee might be working at your company because that’s what he is truly passionate about. Another might be there just for the money. Someone else may have a completely different reason.
How employees engage at work also has a lot to do with how they’re treated. An employee who is constantly appreciated for their work may engage excellently. Someone whose efforts aren’t recognized may not feel the connection at all.
Personality traits also have a lot to do with this. Just because someone is visibly excited about coming to work doesn’t guarantee that they’re committed to the company. An introvert who barely talks might care more about the company’s vision and goals than anyone else.
The problem is, your idea of an engaged employee won’t always be right. The sooner you understand this, the better results your employee engagement programs will yield.
Also read: 4 BLOGS TALKING ABOUT TEAM BUILDING ACTIVITIES THAT CAN TAKE YOUR BUSINESS TO THE NEXT LEVEL
2. Internal communication can make or break it
Lack of communication can make the teams fall apart. If the leader is constantly missing or unapproachable the team will be left wondering what’s wrong.
To ensure a positive work environment, having a strong internal communication strategy is a must.
Did you know that organizational communication is responsible for 23% of the variance in employee engagement? Whereas, supervisor communications account for a massive 32%.
At the end of the day, it is really important that you put a good internal communication strategy in place and execute it well.
3. Work engagement can exist in the absence of employee engagement
The terms ‘employee engagement’ and ‘work engagement’ are often used as synonyms. But they’re two very different concepts.
Work engagement reflects an individual’s commitment to their role. While employee engagement is about committing at an organizational level.
The British National Health Service had a really interesting observation.
Medical personnel were found to have low energy, persistence and willingness to invest effort, dedication, enthusiasm, inspiration and pride for their role.
But on the other hand, they had high levels of absorption in their work which was measured by how quickly their shift passes and how difficult it is to leave when their shift ends.
The first one is an examples of employee engagement. And the latter is an example of work engagement.
Keep in mind that employee engagement and work engagement are two separate things. Figure out what your employees have or lack. And design your employee engagement strategy based on that.
Also read: Is employee engagement strategy a new buzz word?
4. A trusting environment is key to a happy workplace
A lot of leaders complain about employees always lying to leave early or take a day off. In most cases like this, the problem isn’t with the employee. But their managers who make them uncomfortable about sharing the truth.
As managers, you must understand that employees do have a life outside office. They might have a family emergency to attend to. Or a get-together they want to attend.
As long as it isn’t affecting their work quality, it’s don’t judge them for things they do.
In fact, the more you trust your employees, the more likely they’re to succeed at work.
Douglas Conant has rightly said, To win in the marketplace, you must first win in the workplace.
Keeping your employees happy and engaged is of utmost important to your company’s success. What’s the #1 employee engagement technique you use?
Are you struggling to keep employees engaged?
d’frens help companies like your organize team-building activities, experiential learning, and internal communication solutions to keep employees engaged and motivated.
If you’re looking to pep up your employee engagement program, get in touch with us.
Our services include — Team Building that employees love, Experiential Learning that makes employees smarter and Internal Communications that all employees understand.
Found this article useful? Know someone who’d benefit from this? Do share this blog with them on social media.
Have something to add to this. Please share your thoughts with us in the comments section below.
Want to glance through the original version of the blog? Take a look here…
https://teamdevelopmentideas.home.blog/2019/07/23/know-employee-engagement-facts-to-organize-productive-team-building-events/
How do you get your employees aligned towards a single organisational goal? Arrange team building events that inspire them to work together as a team.
How do you encourage active participation in team building activities? For that, take a look at this blog...
Know employee engagement facts to organize productive team building eventsTake a look at the flow of the above article here...
Organising effective team building events is a heck of a task. You have to bring forth the importance of team building activities in front of your employees in order to get them seriously enrolled in the programs.
How do you encourage your employees to be active participants in team building programs?
To understand it throughly read through the blog below which talks about employee engagement facts…
4 Employee Engagement Facts That Every Team Leader Should Know
Let us go through the flow of the blog here…
Are you a team leader managing a team of employees? No matter how experienced you are, working with each team is a different experience.
Tricks that worked with one team probably won’t work with the other. If you’re constantly finding ways to engage employees, you’ll find this article useful.
Here are 4 essential employee engagement facts that every team leader should know.
1. Individual employees engage differently
Employee engagement is often talked about or thought of as a group action. But in reality, it means different things to different people.
A lot of how people engage at work has to do with why they’re there in the first place. An employee might be working at your company because that’s what he is truly passionate about. Another might be there just for the money. Someone else may have a completely different reason.
How employees engage at work also has a lot to do with how they’re treated. An employee who is constantly appreciated for their work may engage excellently. Someone whose efforts aren’t recognized may not feel the connection at all.
Personality traits also have a lot to do with this. Just because someone is visibly excited about coming to work doesn’t guarantee that they’re committed to the company. An introvert who barely talks might care more about the company’s vision and goals than anyone else.
The problem is, your idea of an engaged employee won’t always be right. The sooner you understand this, the better results your employee engagement programs will yield.
Also read: 4 BLOGS TALKING ABOUT TEAM BUILDING ACTIVITIES THAT CAN TAKE YOUR BUSINESS TO THE NEXT LEVEL
2. Internal communication can make or break it
Lack of communication can make the teams fall apart. If the leader is constantly missing or unapproachable the team will be left wondering what’s wrong.
To ensure a positive work environment, having a strong internal communication strategy is a must.
Did you know that organizational communication is responsible for 23% of the variance in employee engagement? Whereas, supervisor communications account for a massive 32%.
At the end of the day, it is really important that you put a good internal communication strategy in place and execute it well.
3. Work engagement can exist in the absence of employee engagement
The terms ‘employee engagement’ and ‘work engagement’ are often used as synonyms. But they’re two very different concepts.
Work engagement reflects an individual’s commitment to their role. While employee engagement is about committing at an organizational level.
The British National Health Service had a really interesting observation.
Medical personnel were found to have low energy, persistence and willingness to invest effort, dedication, enthusiasm, inspiration and pride for their role.
But on the other hand, they had high levels of absorption in their work which was measured by how quickly their shift passes and how difficult it is to leave when their shift ends.
The first one is an examples of employee engagement. And the latter is an example of work engagement.
Keep in mind that employee engagement and work engagement are two separate things. Figure out what your employees have or lack. And design your employee engagement strategy based on that.
Also read: Is employee engagement strategy a new buzz word?
4. A trusting environment is key to a happy workplace
A lot of leaders complain about employees always lying to leave early or take a day off. In most cases like this, the problem isn’t with the employee. But their managers who make them uncomfortable about sharing the truth.
As managers, you must understand that employees do have a life outside office. They might have a family emergency to attend to. Or a get-together they want to attend.
As long as it isn’t affecting their work quality, it’s don’t judge them for things they do.
In fact, the more you trust your employees, the more likely they’re to succeed at work.
Douglas Conant has rightly said, To win in the marketplace, you must first win in the workplace.
Keeping your employees happy and engaged is of utmost important to your company’s success. What’s the #1 employee engagement technique you use?
Are you struggling to keep employees engaged?
d’frens help companies like your organize team-building activities, experiential learning, and internal communication solutions to keep employees engaged and motivated.
If you’re looking to pep up your employee engagement program, get in touch with us.
Our services include — Team Building that employees love, Experiential Learning that makes employees smarter and Internal Communications that all employees understand.
Found this article useful? Know someone who’d benefit from this? Do share this blog with them on social media.
Have something to add to this. Please share your thoughts with us in the comments section below.
Want to glance through the original version of the blog? Take a look here…
https://teamdevelopmentideas.home.blog/2019/07/23/know-employee-engagement-facts-to-organize-productive-team-building-events/
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