Here are the most recent influential articles on employee engagement. From the Harvard Business Review to McKinsey & Company, this month's digest will keep you and your corporation up to date!
By Brad Power
Read about how John Deere is keeping track of its employees through frequent surveys, and find out why your company should too!
“These future-oriented Deere managers believe that frequent monitoring of motivation has become as essential to understanding the health and functioning of their teams as operational and financial metrics are to understanding whether the business is firing on all cylinders.”
By Josh Bersin
Josh Bersin writes for the Society of Human Resource Management on why pulse surveys and open feedback tools are revolutionizing modern employee engagement.
“These [annual] surveys are expensive to run, the data collected rapidly goes out of date, the results are hard to understand and managers rarely know how to take action on the findings. And to make it even worse, we often run into companies with ‘high engagement scores’ and ‘low performance teams,’ indicating that the traditional engagement models don’t even measure what matters to employees today.”
By Martin Harrysson, Detlef Schoder, and Asin Tavakoli
In this McKinsey & Company article, the three organizational usage stages are analyzed for the benefit of growing corporations.
“Companies are encouraging enterprise crowdsourcing—systematically looking both inside and outside the organization for innovative new ideas for problem solving and augmenting products and services.”
By Jacob Morgan
In this episode by Jacob Morgan, founder of FOW Community, a network of world’s most forward thinking organizations, he discusses the importance of monitoring the atmosphere of the workplace through frequent pulse surveys.
“Some organizations may want to check their pulse every week or every quarter, some every other quarter. You may want to try using an app to ask four to six questions on a regular basis. Then every six months you can use a longer, more formal survey. And again annually, do something different to measure employee engagement.”
By Tom Fox
This Washington Post article analyzes why federal agencies should be better engaging their employees in order to formulate and enforce better policy and decision-making.
“Agency leaders need to focus on employee engagement 365 days a year-- not just when the survey results become public--and they should seek to communicate with the workforce as frequently and transparently as possible.”
By Dan Pontefract
Forbes writer Dan Pontefract analyzes yet another employee survey depicting emotions towards motivating factors in the workplace.
“People remain disengaged or not engaged at work, in part, because the organization is rife with power-tripping leaders who possess ambitions of greed and wealth, while the organization continues to chart a course where it does anything to uphold levels of growth exhibiting an unscrupulous myopia towards its only mission: to increase profits in return for maximizing shareholder return.”
By Jacqueline Whitmore
Jacqueline Whitmore, Business Etiquette expert, reviews key signs employers should be looking for to see if their workforce is losing motivation.
“Your job, as a leader, is to make sure the people with whom you work stay motivated. You must recognize the signs that they are less than enchanted with their occupation before it’s too late.”