New challenges require talent managers to re-examine what matters to employees and partner with executives to create engagement programs that drive results.
For some organizations, the extent of employee engagement programs is limited to the annual engagement survey. That model, featuring a survey filled with scores of questions and sent out for the entire organization to complete, needs to be updated.
Barb Krantz Taylor
Here are nine intangible elements of work that employees rank much higher than salary or perks on engagement surveys.
As with most things in business, pure engagement is a leadership issue. It cannot be mandated; it must be done willingly. Leadership must be focused on creating a workplace where every employee advances the organizational mission every day.
Organizations focusing on the wrong things continue to yield dismal employee engagement results, writes TM blogger Aubrey Daniels. Instead, consider employee reinforcement.