Guest author blog, written and researched by: McKendree J. Hickory, Michael P. Yoder, Teanna S. Ziegler Employee engagement has become an increasingly familiar topic in both organizations and research. Leaders want to know how to best encourage and utilize their employee’s engagement, while research has strived to make this construct clear. Engagement includes aspects of [...]
Employees want to feel heard. In fact, the desire to influence, interact with and have an impact on our environment is basic human nature. So when people feel powerless or micromanaged in their work, what do they do?
Results from the most recent nation-wide Employee Engagement and Retention survey (Kenexa, 2011) revealed some surprising discrepancies between employee and manager opinions regarding turnover, satisfaction, and engagement.
Imagine you are on a first date. After a wonderful night of good conversation, fine dining and lots of laughter, your date asks how you felt about the evening. Even though you normally would be reserved, you feel good about this person so you say exactly how you feel. When you’re finished, your date turns [...]
Employee involvement refers to work structures and processes that allow employees to systematically give their input into decisions that effect their own work. Some examples of employee involvement include: Continuous Improvement teams formal quality of work life programs quality control circles flatter organizational structures labor management problem solving efforts employee problem solving task forces and teams structured suggestion systems [...]
Employee involvement refers to those programs and systems that present employees with a structured process to have input and influence decisions that impact their work. Examples of employee involvement include formal quality of work life programs, quality control circles, labor management problem solving efforts, employee problem solving task forces and teams, continuous improvement teams, and [...]
A recent report by the Conference Board stated that overall employee job satisfaction dipped to 45% in 2009. The report goes on to say that only half of all employees feel that their jobs are interesting. Does this describe your organization? The good news is that applied organizational research has shown that there are specific steps managers can take to increase employee job satisfaction dramatically.