BlessingWhite’s Employee Engagement Suite
With few exceptions, all leaders agree: highly engaged employees outperformed poorly engaged employees. Yet despite the research, the surveys and the focus on engagement, most senior teams report being frustrated at the lack of progress when it comes to building a culture of engagement.
BlessingWhite has been helping organizations for over 40 years to make engagement a concept that is practical, applicable, and one that resonates with managers and individual contributors alike.
In this section we will be sharing with you our approach, employee engagement tools and methodologies for measuring engagement, articulating the concepts across the organization, clarifying accountabilities related to engagement and finally, making a meaningful and sustained impact on people’s commitment to the success of the enterprise… and their own personal success at the same time.
Employee Engagement Best Practices
Our most successful best practices in talent engagement are multi-faceted:
- Adopt and communicate a clear and practical working definition of employee engagement (not to be confused with mere job satisfaction)
- Demonstrate Senior Team commitment — in deeds and in words — to building a culture of engagement using employee engagement best practices
- Develop a well-planned organizational cascade strategy
- Run an engagement survey on a regular cycle with a focus on continuous improvement of internal results (not a report card against external benchmarks) and achievement of strategic priorities
- Communicate findings and organization-wide action plans in an open and honest fashion
- Establish roles for executives, managers, and individuals in making the engagement of each employee a daily priority
- Develop Engagement Champions throughout the organization to support the initiative in between survey cycles
- Equip managers to involve their team in understanding the findings and increasing team engagement with employee engagement best practices.
A KEY CHALLENGE
Employee Engagement is an individualized equation. What might engage one person will be a frustration to their colleague next door. Half the team loves social events but the other half find them a bore. Some crave public recognition and some shun it. Some hope for a promotion and a chance to prove themselves while others are breaking under an unbearable workload. So how do we develop employee engagement tools to help engage a diverse workforce?
This is one of the biggest challenges for managers and executives alike. BlessingWhite’s leadership best practices to improve employee engagement are designed to dig down to the individual level, improving dialogue and action that helps each individual connect with the goals of the organization and put her or his skills to work.