Before they try to win their employees over to a certain vision or values, they provide basic needs for obtaining engagement. First of all, employees should know what they are expected to do in the company, have the necessary resources to perform their work, be well chosen for particular roles and feel the support of their managers.
In difficult times, they manage to maintain open and constant communication, introduce quick changes and provide hope to their employees. They realize employee engagement is one of the few things they can control.
Strong teams are formed when the members themselves actively solve problems they encounter. Successful companies support them by developing their skills and resilience. The managers are kept accountable for the development of the "micro cultures" of their teams.
They perceive recognition of employee achievements as a strong motivating factor for performance improvement. They do not tolerate mediocrity.
They focus on the results they want to achieve, rather than on measuring engagement just because they have some measuring tools.
-Kk-
Article source Gallup Organization - Gallup delivers forward-thinking research, analytics, and advice to help leaders solve their most pressing problems.