....Peter Waggott....’s Post

Employee Engagement: A Shared Responsibility Employee engagement is often seen as an HR function, but in reality, it should be a core part of a company's culture. Every manager and leader has a responsibility to actively engage their teams for better results and a more satisfying work environment. When a new employee joins an organization, the first thing they look for is engagement, not just their salary. They've already accepted the offer because they're happy with the pay. What they now seek is a sense of belonging. Without engagement, even a satisfied employee may not stay long. Engagement is what turns satisfaction into loyalty, driving employees to contribute more meaningfully to the organization. Think about it like staying at a hotel. If something goes wrong during a one-off stay, the first instinct is to complain. But if you frequently visit the same hotel and know the staff, you're more likely to offer suggestions instead of complaints. The same shift happens in the workplace. Employees move from complaining to offering solutions and, eventually, taking initiative when they feel they belong. For any professional aspiring to be a respected leader, understanding and fostering employee engagement is essential. It’s not about grand gestures but small, consistent actions that show you care. Create an environment where your team feels involved, valued, and empowered, and you'll see not just better performance, but a more cohesive, dedicated team. #EmployeeEngagement #Leadership #TeamEngagement #EmployeeRetention #WorkplaceCulture #Belonging #LeadershipDevelopment #EmployeeLoyalty #Empowerment #TeamBuilding

A sense of belonging is what motivates a person to come forward and do their best. Maybe in the future, we will see “ employee sense of belonging “ as a KPI in quality metrics.

Do you have a retention problem? You likely have an employee engagement problem. According to Gallup, engaged workers are significantly more likely to stay with their employers. Imagine that! In high-turnover organizations, highly engaged units see an 18% turnover difference. Not bad. In low-turnover organizations, the difference is a staggering 43%! I've seen this firsthand: one engaged team excels, while another churns through valuable employees. The difference? Employee engagement. This is a solvable problem! How much time, money, and energy are you wasting backfilling roles that could be retained with the right intentionality and approach?

How do you stop your best team members from leaving? 🤔 The answer could be in employee engagement... Did you know that 91% of employees who are satisfied with their involvement at work feel loyal to their organisation? I recently worked with a client who got the wider team involved in the decision-making process to hire a new Director. This is a great example of boosting employee engagement whilst also helping to alleviate uncertainty in a team with an incoming senior leader. Employee engagement efforts always need to begin with understanding what your team want and need. Listen to their concerns and act accordingly. Implementing employee engagement programs which aren't supported by the people they aim to engage are doomed to fail! If you're struggling to engage your team, I'm happy to chat with you about strategies and see if there's anything we can do to help! #employeeengagement #executivesearch #employeeretention

$8 Trillion - That is what Gallup estimates companies lost in 2023 from disengaged employees. GoodWell helps to measure and improve employee engagement using a GoodWell Score and analyzed employee feedback to make actionable recommendations to leadership. However, many people are not sure what a GoodWell Score is and how it works. This post explains the process and why it is important. And best of all - you can get your score for free to see how your company is doing. https://lnkd.in/gWtcUjwM

Highly engaged teams show 21% greater company profitability, 17% higher productivity, and 41% lower absenteeism. Put simply, high employee engagement levels have a direct impact on the success and productivity of a company. Yet, as this article asks, why is it an after thought when developing business growth strategies? Is a lack of understanding and experience in developing employee engagement plans. Source - The business Desk

What are the benefits of an Employee Engagement Survey? Employee Engagement Surveys provide valuable insights into employee motivations and attitudes, offering organisations several competitive advantages: ✅ Increased Productivity: Understanding what drives employees can help boost their performance and efficiency. ✅ Positive Workplace Culture: Surveys reveal areas for improvement, fostering a more supportive and engaging work environment. ✅ Higher Retention and Loyalty: Addressing employee concerns and needs can lead to greater job satisfaction and reduced turnover. ✅ Enhanced Communication: These surveys promote open dialogue and better understanding between staff and management. ✅ Informed Decision Making: Data-driven insights enable more strategic decisions that align with employee needs and organisational goals. Is your company considering an Employee Engagement Survey project or other HR initiatives? Contact The Epiphany Group HR and Recruitment team today at shaunamcmanus@epiphanytraining.com.au - Our experts will design a tailored service to meet your company's specific needs! 🔍 Keep an eye out for more FAQs from The Epiphany Group HR team! #HR #TheEpiphanyGroup #HumanResources #Recruitment #EmployeeEngagementSurvey

Every year, I faithfully completed the employee engagement survey. Until one year, I refused. I was part of a small team, and despite the promise of anonymity, we all knew it wasn’t hard to figure out who said what. I knew it, they knew it—everyone did. Which means they also knew who didn't complete it. It sent a quiet subtle message; I felt undervalued and not listened to by the powers that be. The truth is, these surveys often come from the right place, with the best intentions. But when a business consistently fails to truly listen to its team, the exercise becomes meaningless. In fact, it can backfire. Each time a team member’s concerns are raised but ignored, it’s a reminder of how often the business asks for input but doesn’t act on it. It starts to create more frustration than it solves. So, what are your thoughts on employee engagement forms? How have you implemented real opportunities for feedback in your business? And more importantly, how do you show your team that you’re genuinely listening?

Employee engagement benchmark data: The ultimate guide 👩🎓 Employee engagement survey benchmark data provides valuable context and helps you interpret your results and set data-driven and realistic goals. When you send out pulse surveys, you may wonder how to interpret the results you're getting. What is a good result? What results are other companies in your industry seeing? This is where employee engagement benchmark data is valuable. Followinf are Eletive multiple benchmarks: ✅All Eletive users ✅A specific industry ✅A specific segment within the organisation ✅ Company size ✅ Age ✅ Sex ✅ Date of birth ✅ Date of employment ✅ Country ✅ Region & Sub-region (for example the Nordics) ✅ Type of labour (blue/white-collar) ✅ Employment type (full-time/part-time) ✅ Manager Discover more on our blog ⤵️ https://hubs.ly/Q02mclV90 #EmployeeEngagement #Thriveatwork #EngagementBenchmarks #HRknowledge