Out of 65 factors, this was the number one influence on employee engagement. Sound soft and intangible? The next four data points flesh out what “cares about me” means.
All relationships, work relationships included, are built on truth and trust. Anything less feels like manipulation. Shoot straight with them and people will know you care.
People are looking for purpose at work more than perks and pampering. How do you care for people? Show how their work fits in the bigger picture.
People want an organization that has clear values and, shocking, actually lives them.
Learn more of what your employees are saying
drive engagement and performance.
Shower someone with benefits but stick them with apathetic co-workers and they will quit. Or worse, stay and stop caring. People what to be on a team that cares about their work and pulls together.
Six-step model for better engagement.
Individual engagement starts with knowing what you are, and are not, responsible for. Everyone should have a plan they ‘own.’
This what Steven Covey called the putting in the ‘big rocks’ first. (the bucket representing limited time, and the big rocks being what’s important and the pebbles being distractions that come at you every day)
Important work usually requires people to cooperate. The Team Check-in process helps:
Set your managers up to build strong, growth-oriented relationships with every worker. Learn from the past quarter and prepare for the next.
High quality performance reviews start collecting the right information. Stakeholder Check-in’s help workers see their real contributions and envision their own potential.
Even with quarterly check-ins, an annual check-in provides an opportunity to engage employees at a more strategic level. Weekly meetings and quarterly check-ins tend to be focused on short-term issues. An annual meeting provides an opportunity to step back from the detail and help workers think about their future.