‘Employers who are efficient, forward-looking and continue to develop the abilities of their workforce are more likely to be well-positioned for growth when the economy picks up.’
‘Help people to manage workloads and make it easier for them to do demanding jobs by being specific about the key priorities, as well as about what work can be stopped.’
‘It will be crucial to keep a focus on developing talent at all levels, especially if cuts result in a lack of career development options and promotion becomes unlikely.’
‘Communicates corporate messages in a way that motivates.’
‘Make sure communication is not treated as a last-minute after-thoughts but a key management activity to make sure that your people are ‘all on the same page.’
‘Leaders need to be clear about what they expect the outcomes to be, but they should give individuals the freedom to decide how best to get there.’
‘When leaders adopt a learning approach to managing others, typically, micro-management is banished, employees can exercise greater autonomy and excellence is possible.’
‘It may also help to create one common plan for the whole organization to work on rather than letting everyone create their own actions and so dissipating efforts.’
‘It may be helpful to get beyond the absolute scores achieved and ask if there are deeper issues to address, or to check how the scores compare to other internal and external benchmarks.’
‘Positive, candid communications from senior management can signal strongly their sponsorship for follow-up actions from the engagement survey; conversely, lukewarm or ambiguous support must be avoided, as it can quickly undermine these efforts.’
‘… engagement is both a cause and effect. It involves a relationship between the organization and the employee.’
Source:
Linda Holbeche and Geoffrey Matthews (2012). Engaged: Unleashing Your Organization’s Potential Through Employee Engagement
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