Engagement & culture | Page 100 (1,181 items)

High employee engagement levels help organisations mitigate the impact of tough market conditions, Aon Hewitt's "Best Employers" research shows.

Distractions associated with the digital age have created an "invisible pandemic" of poor productivity, according to a new report that says 85 per cent of workers could be more productive.

It is neither possible nor practical for employers to understand the drivers of each individual worker - engagement must be employee-led in order to be sustainable, says Employerbility founder Kate Boorer.



This webcast, recorded in May 2013, explores:

• the link between engagement and productivity;
• the nine-step engagement ladder, and how to climb it;
• challenges employers face in improving employee engagement;
• what employee engagement leadership looks like; and
• the three steps to an employee-led engagement culture.

Organisations should foster ways for employees to share ideas - even when they can't all be used - because "being heard" is what counts in terms of engagement, says Transitions Optical Australia and New Zealand director Eric Breda.

Employees are more likely to remember a message or meeting when they've made an emotional connection with it, says management consultant Yamini Naidu.

The number of employers that support staff in their career development - even at other companies - but have no program in place to try and get them back, is "absolutely gob-smacking", according to Engaged Talent general manager Geraldine Ellis-Maguire.

The most important aspect of a company restructure is the individual conversations managers have with the people who are losing their jobs, according to Lee Hecht Harrison managing director Bruce Anderson, who says organisations that do this well can actually strengthen their employer brand.

The average office coffee run takes about 15 minutes, but lost time doesn't necessarily mean lost productivity, according to Positivity Institute founder and leading psychologist Dr Suzy Green.

Organisations that reduce their spend on engagement initiatives are also more likely to see falls in productivity and profits, according to a new report.

An organisational change that goes badly can leave workers disengaged and resentful, but sometimes all that's needed to fix it is an opportunity to "vent", says Right Management managing director Bridget Beattie.