Employee Engagement - Deepstash
Employee Engagement

Employee Engagement

Employee engagement includes four elements and can be thought of as the degree to which an employee:

  • Feels committed to an organization
  • Identifies with an organization
  • Feels satisfied with their job
  • Feels energized at work.

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MORE IDEAS FROM How Companies Can Improve Employee Engagement Right Now

  • Connect what employees do to what they care about. Revise your organization’s mission statement to connect with employee values. Show how an employee’s work is related to the organization’s purpose.
  • Make the work itself less stressful and more enjoyable. Offer employees the flexibility to try new work tasks so they can discover their intrinsic interests. Grant employees more autonomy. Autonomy is critical to fostering intrinsic motivation. Boost employees’ sense of confidence.
  • Create time affluence. Reward employees with time in addition to money. Encourage employees to ​​invest in time-saving purchases. Implement tools that discourage after-hours emails.

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RELATED IDEA

The role employees could play in customer service

Before the pandemic, technology made it possible to automate customer interactions, causing many managers to look for ways to eliminate jobs. However, taking that approach now would be a mistake.

Managers should instead focus on elevating employees to unlock more value by allowing them to have deeper and meaningful connections with customers. When customers see how employees work to solve their problems, it leads to higher customer satisfaction, loyalty, and willingness to pay.

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Flexibility And Hybrid Work

“Flexibility” is now rivaled in prominence only by the novel work model it is so often used to describe: hybrid work. They have taken over the way we speak about the future of work and represent new ways of thinking about the further integration of work and life.

Many different interpretations of flexibility are beginning to arise. But none of these definitions is exactly what employees mean when they say they want flexibility. What it seems they really want is autonomy. Within the context of hybrid work, this means having the ability to be the primary decision-maker of where and when they do their work.

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Why some companies fail at remote work

Companies that fail at remote work focus too much on technology and too little on the process. Successful remote work is based on clear processes that support three core principles.

  • Communication: The ability to exchange information.
  • Coordination: The ability to work toward a common goal.
  • Culture: A shared set of customs that foster trust and engagement.

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