The relationship between employer and employee is not always smooth sailing. You often hear employers complain that employees aren’t ‘committed to the cause’ while employees are ‘living for the weekend’.
Is this just tough talk or is there more to it? And should I worry if I think that my employees aren’t ‘committed to the cause’?
My research shows that employees are happier, more productive, healthier and more loyal if they feel engaged with the organisation they work for. A disruption within the engagement of the employee can have multiple causes. This engagement can even have never existed. How do I find out and how do I create this engagement?
It is not always as complicated as it looks! It is true that engagement is a complex psychological phenomenon that works differently with different people (for example, the career phase of an individual influences their engagement experience, but more about this later). A couple small adjustments can already lead to a higher employee engagement.onder andere de fase van de carrière van de medewerker heeft hier invloed op, maar hierover later meer). Een paar kleine aanpassingen kunnen al tot een verhoogde medewerker betrokkenheid leiden.
For example, people mirror behaviour. If you, as a leader, show engagement to your employees, they will show engagement back. This can be very low-key, by for example, have coffee with your employees every Tuesday, only for 15 minutes. Is your organisation too big? Block 30 minutes on a set day and rotate between the different departments. Important! Do not make this into an official (in the calendar, with a catchy name) event, but do this unannounced. Talk about everything and nothing, work or private, listen and remember names. Employees will mirror this engagement.in de kalender, met een catchy naam) evenement, maar doe dit onaangekondigd. Praat over van alles en nog wat, werk of privé gerelateerd, luister en onthoud namen. Medewerkers zullen deze betrokkenheid spiegelen.
I definitely do not claim that your employees will show a 100 percent engagement right away, after the implementation of a such an intervention. But the awareness of the current situation, signalling of the problems and the implementation of different (small or big) interventions will increase your employee engagement.grote of kleine) interventies zullen je medewerker betrokkenheid vergroten.
Interested? Contact me!
I advise organisations regarding employee engagement, sustainable careers, absenteeism and burn-out. I help organisations to stimulate their employees to a work life they enjoy and which add value for the employee and the organisation.
