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BK Blog Post
Posted by Julie Winkle Giulioni, Learning Strategist/Author/Speaker, DesignArounds.
Learning strategist, speaker and author of the Amazon bestseller, Help Them Grow or Watch Them Go: Career Conversations Employees Want.
You’ve seen the research. Read the reports. Talked to leaders and employees alike. You know that despite our quantifiable understanding of the bottom-line impact of employee engagement, it continues to elude most organizations.
The reason engagement is such a sought-after commodity is because it’s a powerful contributor to a cycle that every business wants and needs for long-term success. Here’s how it works:
But it doesn’t stop there. Once you start this ‘engagement ring,’ the cycle can naturally perpetuate itself. Because the thing about employee engagement is that much of what it produces also feeds it.
Depending upon the study, key drivers of engagement include such factors as career opportunities, recognition, performance management, pride in working for the company, organizational reputation, and relationship with one’s immediate supervisor.
These items are inputs to engagement… but they are also frequently the outputs as well. For instance, when an employee is highly engaged in his or her work, and invests discretionary effort to drive extraordinary results:
The process can naturally perpetuate itself… but only once you get an employee into the engagement ring. The good news is that there are countless ways to begin this positive cycle – that also serve the business:
As leaders, one of the most strategic investments of time and energy may be in taking the actions required to get employees in the engagement ring… because once they get in, they’ll become part of this cycle that can nourish and sustain itself while delivering unbeatable business results.
So, what about you? Are you in the engagement ring? How do you help others in?
This post originally appeared at Lead Change Group.
Image: Liz Price