Corporate core values are the important characteristics of a business that are demonstrated constantly through every interaction the company’s employees make with the outside world. Often whittled down to four or five individual words or terms, these strengths or priorities are the things that employees use to set their behaviour and approach when doing their day to day job.
It’s not the easiest task to ensure good employee engagement across a large workforce spanning many different locations and working environments. Your staff will value different things, face different challenges and require varying amounts of information and communication. How do you ensure you’re giving everyone the support, tools, rewards and info that are going to make them happy and loyal employees for ever more?
There's been a shift taking place in workplaces around the globe. The shift is one that places emphasis on the concept of employee engagement. While the shift and emphasis have taken place and continue to gain momentum, it still can be complicated to define, difficult to measure and even more elusive to succeed at.
Poor employee engagement is costly – not just in terms of high staff turnover and recruitment fees, but also because of the impact it has on a business’s output quality and quantity.
A happy and engaged workforce is vital for any business that wants to experience growth. Knowing how your employees are feeling, keeping them informed of business developments and addressing problem areas quickly is your ticket to success. It really is that simple when you’re a small or digital business. However, if you’re in the manufacturing sector, there’s a lot more to consider. So here’s a handy guide for manufacturers on how to improve employee engagement and retention while navigating the tricky climate they face.
The tools available to communicate with a desk-based workforce are extensive. And if you happen to be located in the same office as them, you also have the luxury of talking to them face-to-face too. And it’s not just about communication. The ability to monitor performance, set tasks and measure employee engagement is easy to achieve when your workforce is plugged into a computer all day. With the right software, you can provide your staff with a portal in which information is shared, gathered and analysed.
Asking your managers to get the most from their teams should be straightforward, right? All they have to do is provide the right direction, set clear goals and hold regular meetings, yes? Well no, there’s a lot more to it. Enabling your workforce’s performance to skyrocket requires continuous communication and feedback and both employee and line manager need to see progress towards targets at any time. This means a paper system does not work. Only a digital performance management system will do.
We’ve said it before on this blog that the more frequently and clearly you give feedback to (and gather it from) your employees, the easier it will be to increase their performance.
And moving away from a paper system to a digital performance management system can make the whole process seem effortless. From the way you record, to how you monitor and then feedback: the hard work is done for you.
The business world appears to have a very odd relationship with performance appraisals. According to Willis Towers Watson research, less than half (45%) of employers say that performance management programs are effective, and yet we still do them.