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Three Strategies for Making Employee Engagement Stick

Talk with employees one-on-one to respond to their changing needs

Mary Knight
Mon, 01/21/2013 - 09:42
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Companies that want to boost employee engagement sometimes can’t make their efforts stick. These businesses seek the benefits that come from increased engagement—improved productivity, profitability, safety, retention, and customer focus, among others—but they don’t feel that employee engagement is being integrated into the company’s culture.

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As a consultant who works with executives and teams to increase employee engagement through Gallup’s 12 elements of great managing, I often hear this lament: “Our team has been working on impact plans for three years, but we’re still not seeing an increase in our employee engagement scores. Why don’t our latest scores reflect our impact-planning efforts? What are we doing wrong?”

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Comments

Submitted by umberto mario tunesi on Thu, 01/24/2013 - 03:03

13th Element: Variability

Hi, Mrs. Knight: if there's one thing that we - Europeans born in the 50's years - still fail to share with the New World's culture, is counting on one's ten or twenty fingers. Our creed is still represented by George Gamow's book "One Two Three ... Infinity" (Bantam / Viking Press, 1947 / 1967 - Gamow was Professor of Physics, University of Colorado). You may know that I am a glue technician: effectively sticking things together is no easy process; it surely require a "glue" and "substrates"; but it also requires environmental conditions, and by environment - well - we mean everything and nothing. What I mean is that any "employee-management by rule" approach cannot but fail: I guess you're a human being, too: wouldn't you do without rules, from time to time? Thank you.

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