Employee engagement in times of change
While engagement is an on-going organizational process, organizations fall short or fail when it comes to engagement in times of disruption, transformation, uncertainty, and change — What can organizations do during times when calculated business decisions are made that alter or transform business strategies, culture, and operations?
When we are truly engaged at work, we operate on another level of commitment, are emotionally invested in our work and organizations, and are also fulfilled by what we accomplish. Research on engagement routinely focuses on its correlation with high performance and business results. But while engagement is an on-going organizational process, organizations fall short or fail when it comes to engagement in times of disruption, transformation, uncertainty and change — times when calculated business decisions are made that alter or transform business strategies, culture, and operations.
The notion of employee engagement has flipped — employee engagement is not just about the leaders being empowered and empowering to drive engagement or an aggressive HR that supports engagement initiatives. Engagement is about decision-making, dialogue, capability development, and connection.
This cover story attempts to seek answers to the questions related to driving sustained engagement and open communications to transform organizations; empowering the workforce to achieve more in times of transformation; building engaging cultures that directly impact business results; and building strong workforce connections that result in high employee engagement and retention.
Catalyzing employee engagement during organizational transformation
Diese Geschichte stammt aus der People Matters - July 2018-Ausgabe von People Matters.
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Diese Geschichte stammt aus der People Matters - July 2018-Ausgabe von People Matters.
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