10 Essential Pillars of Employee Engagement
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In this presentation, we go through ten essential pillars of employee engagement. These are things that managers need to keep in mind when trying to engage and retain their employees. All ten of these pillars are important, and many of them are related to each other. The ten pillars are: 1. Relationship with managers 2. Happiness 3. Wellness 4. Company Alignment 5. Workplace Satisfaction 6. Relationship with colleagues 7. Feedback 8. Recognition 9. Personal Growth 10. Ambassadorship We go through all ten of these, and provide science-based research on why they're important and how you can improve them. You can read the full article at: http://www.officevibe.com/blog/10-pillars-employee-engagement-infographic Here are some of the links to the data: http://www.officevibe.com/science/ http://www.officevibe.com/blog/infographic-corporate-wellness http://www.gallup.com/services/178514/state-american-workplace.aspx
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What truly motivates employees is the opportunity to grow and make a real difference in the world.
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There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
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Learn more about Officevibe solution and improve your company culture:
https://www.officevibe.com/employee-engagement-solution
Deisgned by Benoït Tanguay & Elodie Ascenci
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The Secret To Employee Motivation
Employee motivation isn’t very hard to get right, but, unfortunately, many companies are still stuck in the past.
What truly motivates employees is the opportunity to grow and make a real difference in the world.
Intrinsic Vs. Extrinsic Motivators
There is so much debate on this subject that I want to try and explain it as simply as possible. When people make the argument that extrinsic motivators don’t work, the response will often be about money and a proper paycheck.
It’s true that everyone needs to earn a living. They have to pay the bills.
People also have to feel that they are fairly compensated for the amount of work that they do, this is what’s known as equity theory.
If it’s not an equal exchange, then the focus will be exclusively on that. But once the subject of compensation is taken off the table, what motivates employees long term are intrinsic motivators.
It’s pretty well known that more money doesn’t ever lead to anything effective. What usually ends up happening, is we adjust our lifestyles to account for the increase in money, so it makes no real difference. We’re often still in the same position financially at the end of the day.
What makes people happy is the feeling of pride from accomplishing something amazing
In one study, that Dan Pink talks about in his book Drive, looks at what happens with rewards and kids drawing.
Researchers divided the children into three groups.
The first was the “expected award” group. They showed each child a “Good Player” certificate and asked if the child wanted to draw in order to receive the award.
The second group was the “unexpected award” group. Researchers asked these children simply if they wanted to draw. If they decided to, when the session ended, the researchers handed each child one of the “Good Player” certificates.
The third group was the “no award” group. Researchers asked these children if they wanted to draw, but neither promised nor gave them a certificate at the end.
Children in the “unexpected award” and “no award” groups drew just as much, and with the same enthusiasm as they had before the experiment. But children in the first group showed much less interest and spent much less time drawing.
The prizes had turned play into work.
In another study, two Swedish economists found that offering a small payment in exchange for giving blood decreased the number of people willing to donate by half.
The researchers suggest “the payment tainted an altruistic act and ‘crowded out’ the intrinsic desire to do something good.”
Download our free ebook:
https://www.officevibe.com/resources/10-pillars-employee-engagement
Read the full article on Officevibe's blog:
https://www.officevibe.com/blog/secret-employee-motivation-infographic
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Why Having Friends At Work Is Important
The document discusses the importance of having friends at work based on survey findings. It reports that 70% of employees say that having friends at work is crucial for a happy work life. Having best friends at work is linked to higher employee morale, productivity, engagement, and feelings of connection to the company. Managers are encouraged to actively support workplace friendships as the data shows they significantly impact engagement and performance.
10 Shocking Facts About Employee Engagement
10 Shocking facts about employee engagement. Did you know that the lack for engagement is costing more than 350 billion $USD every year in the United States alone? That's 5 times Bill Gates' fortune!
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10 Engagement Lessons Learned From 1 Million Survey Answers
10 Engagement Lessons Learned From 1 Million Survey Answers
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
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6:个人职称评审加20分
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1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
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https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
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This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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10 Essential Pillars of Employee Engagement
- 1. WHAT YOU NEED TO KNOW ABOUT EMPLOYEE ENGAGEMENT
- 2. THE PROBLEM WITH EMPLOYEE ENGAGEMENT 87% OF EMPLOYEES ARE NOT ENGAGED IN THEIR JOBS.
- 3. HERE ARE THE 10 PILLARS OF EMPLOYEE ENGAGEMENT AND HOW TO IMPROVE THEM:
- 4. 1. RELATIONSHIP WITH MANAGERS 75% of people don't quit their job, they quit their boss.
- 5. HOW TO IMPROVE: COACHING FEEDBACK OPPORTUNITIES TO DEVELOP
- 6. 2. HAPPINESS 12% more productive. Happy workers are
- 7. HOW TO IMPROVE: RESPECT EMPLOYEES ASK FOR IDEAS SHOW GENUINE CONCERN
- 8. LEARN HOW YOUR EMPLOYEES CAN BE HAPPY WITH OUR FREE BOOK ABOUT EMPLOYEE ENGAGEMENT! GET THE FREE BOOK
- 9. 3. WELLNESS $ 3.27for every dollar spent on wellness programs. Medical costs fall by about
- 10. HOW TO IMPROVE: WALK AROUND FREQUENTLY PROVIDE HEALTHY SNACKS OFFER A GYM MEMBERSHIP
- 11. 4. COMPANY ALIGNMENT The way that employees align themselves with the company’s core values has a direct effect on bottom line profits. COREVALUES
- 12. HOW TO IMPROVE: REPEAT THE CORE VALUES INSPIRE WITH THE MISSION TEACH EMPLOYEES THE VISION
- 13. 5. WORKPLACE SATISFACTION Have open and honest communication, so that an employee can say if their work is meaningful for them or not.
- 14. HOW TO IMPROVE: PAY FAIRLY ENABLE EMPLOYEES GIVE CLARITY OF THEIR JOB ROLE
- 15. 6. RELATIONSHIP WITH COLLEAGUES According to research, socializing with colleagues is the only thing proven to make you as happy than when you’re not at work.
- 16. HOW TO IMPROVE: ORGANIZE TEAM EVENTS ENCOURAGE INFORMAL CHAT LET EMPLOYEES WORK TOGETHER
- 17. 7. FEEDBACK 14.9% lower turnover rates in companies that implement regular employee feedback.
- 18. HOW TO IMPROVE: CHECK IN ONCE PER MONTH ENCOURAGE PEER FEEDBACK ASK FOR NEW IDEAS
- 19. GET THE FREE BOOK LEARN THE IMPORTANCE OF GIVING FEEDBACK IN OUR FREE BOOK ABOUT EMPLOYEE ENGAGEMENT!
- 20. 8. RECOGNITION of employees said being recognized motivates them in their job. 78%
- 21. HOW TO IMPROVE: PRAISE ONCE PER WEEK ASK CO WORKERS TO PRAISE BE SPECIFIC WITH PRAISE
- 22. 9. PERSONAL GROWTH Companies that invest more in training and career development outperform their peers.
- 23. HOW TO IMPROVE: ENCOURAGE SIDE PROJECTS CONTINUOUS LEARNING REPEAT THE MISSION
- 24. 10. AMBASSADORSHIP The question to ask employees is “On a scale from 0-10, how likely are you to refer a friend to work here?”
- 25. HOW TO IMPROVE: EMPHASIZE THEIR PURPOSE CONDUCT STAY INTERVIEWS GET FEEDBACK ON THE CULTURE
- 26. THIS IS THE FOUNDATION OF EMPLOYEE ENGAGEMENT Learn more about why these ten metrics matter, and get tips on how to improve them in our latest book “The 10 Essential Pillars Of Employee Engagement”. GET THE BOOK
- 27. HOW DO YOU ENGAGEYOUR EMPLOYEES? let us know your thoughts on Twitter @Officevibe
- 28. THANKS!