There are two customers in every organization. First the internal customer employee and second the external customer. Effectively engaging the first with high levels of trust will ensure accountability that exceeds expectations for the latter. Doing so with absolute consistency creates competitive advantage. For further information on programs to assist your employees get clarity click here – Employee Engagement. Jim
Personal Engagement Plans (PEPs) are by far the most effective and easy way to engage and motivate people – by having them engage and motivate themselves!
PEPs might sound like a paradigm shift, but all leaders should have been having these discussions with their workforce all along.
Enlightened HR Leaders
Increasingly, enlightened HR Leaders are understanding that helping employees get clear on what engages and motivates them personally is the most important step in maximizing productivity and performance.
The fact is that most employees know what they don’t want; but fewer know what they really do want, and that includes knowing what truly does engage and motivate them.
Psychologically, if employees are not clear then it creates three further issues:
Employees tend to default to pay and reward as the main motivator and potentially revert back to a ‘whine entitlement’ culture.
People leaders will have virtually no chance of engaging them.
Employees don’t take responsibility for their own engagement and motivation because they don’t know where to start.
So instead of implementing top-line initiatives, organizations who are serious about improving performance and productivity need to arm leaders and employees with the tools and resources to be able to do Personal Engagement Plans. They then enable individual employees to better understand and be responsible for what engages and motivates them. Meg Sheppard
Read more at http://lifebydesign.com.au