5 Certain ways to engage employees during uncertain times When was there ever a time that wasn't uncertain? Whether we want to admit it or not, we are experiencing times of tremendous change as markets rapidly evolve and global influence becomes more prominent. It’s a time requiring us to think differently about how we lead others for the betterment of a healthier whole. As such, it demands that we revisit ways to strengthen our corporate culture, engage more authentically with our employees and neutralize the impact of uncertainty with our clients, vendors and partners. An air of change and uncertainty has been present my entire career. Every company I have worked for and venture I’ve founded and lead has been infused by constant change. I’ve always been involved in highly ...


Engagement Under The Spotlight

HR professionals spent a few hours immersed in an insightful discussion on engagement strategies, hosted by Elysian and facilitated by top engagement expert Chris Atkinson. There was much common ground to be found amongst the HR professionals as discussions explored the impact on employee engagement caused by merger and corporate acquisitions. They felt a key challenge centred around  maintaining a consistent corporate identity and value set in the face of all of the change.     In addition to the feel good aspects, there is also a significant commercial benefit in engagement and Chris led an active discussion that explored stats and findings from the largest global research studies into employee engagement. Perks and benefits are not key levers. They are likely to lead to dissatisfaction especially if they have to be removed due to budget decreases ...


The ROI Of Improving Employee Engagement

Many leaders have spent countless hours hoping for business to return to pre-recession vitality levels. They've waited for something to rescue them from the seemingly endless challenges they’re facing on a daily basis, and wondered where the next big breakthrough is that will finally snap the economy out of the doldrums and set their organisations back onto the path of prosperity. But some leaders knew the breakthrough would come from someone, not something. These leaders tapped the resources of their employees and encouraged them to help navigate the challenges and economic uncertainty. And their organisations have weathered the bumps better than most as they positioned themselves advantageously for better days ahead. They knew the solution to more innovation, cost savings, increased profitability, organisational growth and more satisfied and loyal customers was right under their noses all along.  


How Employee Engagement can Boost the Bottom Line With our upcoming executive seminar on employee engagement strategies, we were particularly interested in this article. As you will read, engagement is definitely not a soft subject! We still have a few places available for senior HR professionals at our event in Bristol - please see the link at the bottom of this page to learn more. If employees are an organisation’s most valuable assets, then there’s nothing more valuable than a highly engaged work force. That’s because research has proven that job satisfaction can lead to higher sales, increased productivity, lower health care and attrition costs, and can even increase share value. “When you prioritise happiness in the workplace, we've seen other [corporate] measures increase as well,” said Michelle Gielan, a partner at the San Antonio, Texas-based positive psychology consulting firm GoodThink, which ...


Article insight by Elysian's Chris Atkinson: Engagement is not a topic that will fade away as a short term industry fad. The research into the subject has established a long term pattern of correlation between engagement and almost every key organisational metric. This is not a subject that should only be the concern of Human Resources. If your organisation values profitability, market share, shareholder return, departmental efficiency, productivity or product/service innovation then this should be a critical board level priority subject. It is shocking that in the face of overwhelming research and statistical evidence that leaders and executive still regard this topic as ‘soft’ or ‘a nice to do’. Many of us have heard the commonplace advice to spend more time with people or adopt a coaching approach. This article gives you new ideas and perspectives to leadership practices that will drive ...


The challenge for people leaders who have responsibility for delivering results through a team of diverse talents is keeping them all fully engaged and productive. Most organisations endeavour to develop the highest levels of leadership capability from their managers. They recognise that leadership affects their firm’s performance (Freed & Ulrich (1).They need leaders who are capable of getting the best out of their people and the best way to way to enthuse workers is to give them what they want (Sirota (2). This requires the team leader to understand the unique motives of each person by demonstrating a high level of empathy. Motivational theory (McClelland (3) can help our team leader to identify the dominant motivators of people on the team and then use this information to influence how to set goals and provide feedback, and how to motivate and reward ...


In Three Critical Conversations That Boost Employee Engagement, we described three types of conversations that provide managers with valuable information about how to bring out the best in each employee. But, there are more conversations you need to have: The Expectations Conversation; The Aspirations Conversation; and, The Preferences Conversation.   The Expectations Conversation Just as you have expectations of your employees, they also have expectations of you as their manager. Think about yourself as an employee who has a manager. Aren't there things you expect any good manager to do? Aren't there things you WISH your manager would do, but they don’t? These behaviors comprise the things you expect a good manager to do — or at least a manager who knows how to bring out the best in you, and with whom you would ...


How Important is Engagement?

87% of Leaders Say a Lack of It is a Key Issue I never cease to be amazed at how hard it is for talent managers to get their hands around the issue of employee engagement. And, a new study from Deloitte titled Global Human Capital Trends 2015: Leading in the New World of Work tells you exactly why. According to the just released survey of more than 3,300 HR and business leaders in 106 countries, lack of employee engagement is the top issue currently facing a whopping 87 percent of HR and business leaders, and that’s up from 79 percent last year. In addition: • The number of HR and business leaders who cited engagement as being “very important” doubled from 26 percent last year to 50 percent this year. • Some 60 percent of ...