Employers need engaged people to produce great work. This helps companies lead the way in a competitive market. Disengagement is common, but can be avoided if these three tips are followed.

1. A DISENGAGED WORKFORCE
PREVENTING

2. In today’s competitive market, employers need engaged,
motivated people ready to innovate and produce great work.
How do you ensure you’re creating a culture that brings out the
best people have to offer? What can you do to help employees
feel committed and engaged in your organization’s success?
Produce Great Work

3. Finding the right people for the job—attracting and
retaining great talent—takes time and effort.
Efforts that won’t get wasted if you provide a work environment
where people want to stay and are engaged in all aspects of
producing great work.

4. WHY IS ENGAGEMENT SO IMPORTANT?
Productivity and innovation increase when people are fully
engaged in what they do and focused on creating value. As
employees produce great work, and then get recognized for
these achievements, an overall culture of appreciation gets
created. Additionally, loyalty to the organization and
commitment to success will grow.

5. Your proactive actions can engage employees,
which will produce personal investments that yield
great work. This engagement isn’t even dependent
on the challenges the company faces. Every
company has its challenges: resources, regulations,
compliance, market, and even questionable
leadership. What every manager can do, despite
company challenges, is to recognize and reward
great work when they see it.
- Carina Wytiaz
Source: http://blog.octanner.com/great-work-2/what-comes-first-employee-engagement-or-great-work

6. DISENGAGEMENT LEVELS ARE HIGH WORLDWIDE
Engagement levels vary throughout the world. Gallup reports
that worldwide engagement is at 13%—a very low number. The
United States and Canada experience the highest levels with 29%
of their workforce engaged. So, what can employers do to focus
on the 71% of employees that are not fully engaged?
http://www.gallup.com/poll/165269/worldwide-employees-engaged-work.aspx
US & CANADA
ENGAGEMENT 71% DISENGAGED
29%
+
13%
+
WORLDWIDE
ENGAGEMENT

7. 3 TIPS ON KEEPING
EMPLOYEES ENGAGED:
1. ENCOURAGE INNOVATION
2. HIRE PASSIONATE MANAGERS
3. RECOGNIZE GREAT WORK

8. 1. ENCOURAGE INNOVATION
Engaged employees believe in and are proud of what they are
doing. If they are in an environment that stifles creativity,
engagement will decrease quickly. Ask yourself: are your teams
set up to encourage collaboration? How do you support new
ideas or people trying a new way of doing things?

9. Without change there is no innovation, creativity,
or incentive for improvement. Those who initiate
change will have a better opportunity to manage
the change that is inevitable. - William Pollard
Help your employees make a difference as you create processes
and work environments that foster creative thinking and new
ideas. Show how you support processes that seek to continually
improve how things are done. Employees who feel they have a
voice and can see the impact of their work are more apt to stay
engaged in their roles.

10. 2. HIRE PASSIONATE MANAGERS
An unmotivated and unhappy manager will only lead your
employees down that same route. Make sure you have enthusiastic
managers who love their jobs and are passionate about what
they do. That passion and focus will get transferred over to the
team. People want to work for leaders who care, communicate,
and inspire them to do their best.

11. Leaders must embody the values they want
employees to adopt. It’s necessary that leadership
serves as role models. Mean what you say and do
what you mean. Truth—they are watching! To be a
role model you must be accountable, approachable,
compassionate, transparent, and open to feedback.
Exemplify the best and lead by example.
-Scott Span
http://blog.octanner.com/leadership/hard-truths-about-leadership-5-things-you-need-to-know

12. 3. RECOGNIZE GREAT WORK
One of the greatest motivators to your employees is recognition
of their hard work. If you want your employees to feel valued,
give team members and leaders tools to call out great work
as it happens.
Great Job! Great Work!

13. TIMELY, SPECIFIC, PERSONALIZED
For recognition to be effective, it needs to be done in a timely
manner. Whether it’s a quick shoutout of appreciation and
thanks, or a presentation and award for those who perform above
and beyond, the more specific you are in detailing out what
you’re recognizing the more meaningful it is to the recipient.

14. In the end, the best way to avoid disengaged employees is to
make your company a place where people enjoy working. Have
you created opportunities for collaboration and innovation? Are
your managers passionate about what they do? Do they inspire
and motivate their teams? Finally, how do you recognize and
reward great work? Allow for different ways for peers and
leaders to show appreciation and give recognition for small and
big wins.

15. JOIN OUR COMMUNITY
For more tips on building a great work
culture, join our community.

16. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, number 40 on the 2015 FORTUNE 100 Best Companies
to Work For® list, helps organizations inspire and appreciate great
work. Thousands of clients globally use the company’s cloud-based
technology, tools, and awards to provide meaningful recognition
for their employees.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about recognition,
engagement, leadership, culture, human values, and sound
business principles.