One of the most typical blunders firms make is treating employee engagement as a one-time exercise in making them happy, generally, around the time a survey is due.
We do use the term “excited” to characterize engaged staff. In addition, surveys play an important part in determining employee engagement. But it isn’t that easy.
People seek meaning and purpose in their employment. They want to be acknowledged for their abilities.
Employees need more than a transitory warm-fuzzy sensation and a nice paycheck to invest in their work and achieve more for your firm.
People seek meaning and purpose in their employment. They want to be recognized for what sets them apart. This is what motivates employees to work hard.
They also want to build relationships, especially with a boss who can help them advance. This is the person who is in charge of staff motivation.
One of the most important findings of a recent study is that the manager or team leader alone is responsible for 70% of the variance in team engagement.