Why HR Needs to Care About Employee Engagement

Employee engagement has joined the pantheon of human resources buzzwords of late. Attend any conference and it will be thrown around to and fro, guaranteed. But what’s the big deal? If employees show up and get their work done, does it really matter how “engaged” they are? Yes, it matters. Engagement is everything. Here’s why. Creating a Virtuous Cycle Engaged employees, those who have good relationships with their supervisors and feel valued and heard by their employers, have lower rates of turnover than disengaged employees, says Meredith Falb, marketing manager for CorporateRewards.com, an engagement tool combining software and consultation. Not only do they stay with employers longer, but engaged employees are also more productive, “which manifests itself in superior financial performance and reputation. As the company becomes more profitable and better known, it creates a virtuous cycle: attractive company = better recruits = better results,” says Falb. As their engagement …

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3 Ways to Give Feedback Your Employees Will Hear

Feedback helps teams and employees improve their performance and get results. Employees expect it and managers are expected to give it — so why is it so hard to get it right? Few people enjoy confrontation, but muddling through feedback — whether constructive or reinforcing — makes it ineffective and can even confuse employees. “Feedback is the fastest way to engage employees,” says Amber Hunter, director of employee performance at A Plus Benefits, a benefits outsourcing service. No matter where it happens — in regularly scheduled one-on-one meetings, at the end of a project, through an assigned mentor in the organization or through an online tool — you need to get it right, she says. Here are 3 ways to make sure your employees hear what you’re saying when you give feedback. 1. Set Expectations If you want employees to hear the feedback you’re giving them, they have to understand what …

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How to Promote a Culture of Healthy Feedback

Feedback is a must to ensure projects stay on topic and teams work well together. An organization that isn’t good at giving feedback to employees often will have people or departments working at cross purposes. A culture of feedback enables organizations to work together more effectively. For most companies, the change doesn’t happen overnight, says Chris Collins, director of Cornell University’s Center for Advanced Human Resource Studies and associate professor of the ILR School’s HR studies department. “People underestimate how long it takes managers to become good at giving feedback, and how long it takes people to understand that it’s now part of the culture. It can be years, not weeks or months. But once you’ve got leaders giving feedback regularly and effectively, and as people who have gotten feedback become managers and leaders, it becomes a part of the culture.” This white paper will offer some steps organizations should …

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