Because there are so many great articles on employee engagement and creating a culture of appreciation in the workplace, I want to share the best of these resources with you. Here are my favorites from this week. You’ll find some of my thoughts on these gratitude strategies (“Grategies”) and I would like to hear your comments too.
Report: What Separates Great Managers From the Rest by Amy Adkins
(Gallup) “Honor managers’ need to continually improve. A job title doesn’t negate an individual’s need for ongoing learning. Companies need to make an investment in their managers and provide them with the resources, tools and support they need to refine and cultivate their strengths. Development is not dependent on tenure, and managers at all stages of their career should have opportunities to learn and grow, whether through a mentor or coach, group classes, conferences or some type of online learning. The best managers are always striving to improve, and their companies should encourage them to do so.”
My Thoughts: Companies that invest in their employees show that they care about their team’s personal and professional growth. Of course, employees need to take responsibility for their own personal development, whether their employer pays covers it or not.
The End of Employee Engagement by Rod Wagner
(Forbes) “But much of what goes by the name of engagement now is malpractice. At many firms, it’s become little more than a check-the-box exercise. The now ubiquitous annual surveys lack real confidentiality. Leaders and managers game the process to look good, to earn bonuses, or to avoid extra hassles from HR. Employees feel pressured to give inflated answers. Those who don’t rate their employers high enough are vilified.”
My Thoughts: The phrase “employee engagement” may be seen as cliché, but the concept of creating a culture of appreciation will never go away. It’s maddening when I see companies “check the box” of engagement. This is not a process, it’s a Principle. (Yes, with a capital “P.”)
Is Love The Answer To The Disengagement Economy? by Ryan Scott
(Forbes) “Crowley cites positive psychologist Barbara Fredrickson’s study on the science of human emotions, which has found that love actually has a biochemical effect that makes people more positive, resilient, optimistic, persistent, healthier and happier. People need continuous positive emotions for them to feel high engagement, and since people spend more time at work than at home these days, their experience at the job – shared with their colleagues – is hugely tied to their emotional experience in life. Fredrickson defines this experience and feeling as love.”
My thoughts: What should be common sense is not so common in the workplace. The same feelings of love and connection we desire in our personal life are just as important in the workplace. Which is your employees are you going to thank today?
Lisa Ryan, creator of Grategy® is a gratitude expert, professional speaker and bestselling author. For more information contact (216) 225-8027. For information on Grategy® programs please visit http://www.grategy.com. Follow on Twitter: @Grategy