The 10 C's of Employee Engagement
February 9, 2017 | Erin Green, Director of Business Development, Aureon HR
Only 32 percent of employees are considered engaged at their job, according to Gallup. Everyone else is either not engaged (50.8 percent) or actively disengaged (17.2 percent). It can be hard to determine if your employees are engaged or not, and even more difficult to figure out how to help employees become engaged in their work. That’s why we’ve come up with the 10 C’s of employee engagement – to help you implement some practices in your organization that will encourage employees to contribute their talents on a daily basis. Not only will these practices help engage employees, they will also make you a more effective leader.
- Connect: Leaders must show that they value their employees. Employee engagement is a direct reflection of how employees feel about their relationship with their boss.
- Career: Work on providing challenging and meaningful work with opportunities for career advancement. Most people want to continue to grow and do new things in their jobs.
- Clarity: Make sure to communicate a clear vision. Employees need to understand what the organization’s goals are, why they are important, and how the goals can best be attained.
- Convey: Leaders clarify their expectations about employees and provide feedback on their functioning within the organization.
- Congratulate: Employees need to understand how they add value to the organization. Leaders need to recognize when employees do a great job and seek out opportunities, and make sure to congratulate them.
- Contribute: Almost every employee wants to know that they are contributing to the success of the organization and that their input matters. Leaders need to be sure they are helping employees see how they are effectively adding value.
- Control: People value control over the flow and pace of their jobs, and leaders can create opportunities for employees to exercise control. A feeling of “being in on things” and of being given the opportunity to participate in decision making often reduces stress, and it also creates trust and a culture where people want to take ownership of problems and their solutions.
- Collaborate: Studies show that when employees work in teams and have the trust and cooperation of their team members, they outperform individuals. Great leaders are team builders. They create an environment that fosters trust and collaboration.
- Credibility: Employees want to know they work for an organization and leadership within the organization that demonstrates high ethical standards. Leaders need to make sure that they establish strong credibility with their employees, so there is a strong foundation of mutual trust and respect.
- Confidence: Good leaders help create and maintain confidence in employees by being a role model of high performance standards and also by coaching and developing employees, so they can achieve success in their careers.
What does your employee engagement look like?
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