Here is the 3rd part of a 5 part series recapping the blogs and articles posted in 2013. The Employee Engagement blog recap is loaded with great information on both employee engagement and disengagement in the workplace. But just what is employee engagement? By most definitions it is an employee’s level of involvement, emotional commitment, satisfaction with their job, and satisfaction with the organization’s goals and visions.
After the recent recession, many employees no longer align to this definition of engagement. Their emotional commitment and satisfaction waned considerably with the unending change and upheaval in the workplace. As a new economy emerged, employees were experiencing overwhelming change and pressures due to a reduced workforce, tighter budget restraints, and an uncertain economy. However, as stated in an employee engagement blog, Change is inevitable. Growth is optional. Sadly, only a handful of organizations are successful at embracing the change spawned by the recent recession or empowering their employees to help create a new, more dynamic workplace.
Bringing Employee Engagement Back from the Brink
Earlier this year, I, and several colleagues, hosted the Engagement, Retention and Growth webinar series and addressed the challenges many businesses faced emerging from the recession. With budget cuts, layoffs, and stagnant or reduced wages, many employers found themselves faced with a mistrusting and suspicious workforce. According to the Gallup State of the American workplace 2010-2012 report, an alarming 70% of American employees aren’t working to their full potential, and they’re slowing economic growth. And that’s just not what is needed after a lengthy recession.
But not all is grim. These posts take a look at what is right and what is wrong in the workplace today and provide the tools to improve engagement. With this series of employee engagement blogs, I broke them down into digestible subcategories so you can hone in on the most relevant articles for you or your organization.
A Workplace Culture Paralyzed By Fear
Teambuilding Activities that Get Results!
TIGERS Values are the Back Bone for Developing Collaborative Teams
(Trust, Interdependence, Genuineness, Empathy, Risk, and Success)
Improving Productivity so Everyone Benefits
If you missed part 1 or 2 in this blog recap series, here are the links to my previous posts to bring you up to speed. Polls, Research, and Surveys and Bringing Employees On Board to Champion Change – 2013 Trend #2. It doesn’t matter which series you choose to read first, they are both packed with information and resources to guide you into 2014.
Not that I have saved the best for last, but there are just 2 end-of-the-year recaps left. So keep an eye open over the next few days for:
- End of Year Blog Recap 4 – December 27
Kudos to Progressive Leaders and Organizations (Pioneering innovators lead the way)
- End of Year Blog Recap 5 – December 30
Workplace culture (Is your organization roaring or stumbling out of the recession?)
Until then, take some time to absorb the material I have presented to date. There is a wealth of information to put organizations on the path to thriving in 2014.
Copyright TIGERS Success Series by Denise McGill
TIGERS Success Series is a team development consultancy based on 6 core principles that anchor high performance team dynamics. These principles are trust, interdependence, genuineness, empathy, risk and success. TIGERS offers licensing and certification to team building trainers and consultants interested in expanding their practice to serve organizational leaders from the break room to the boardroom. .Learn more.