¿Cuáles son las mejores formas de aumentar el compromiso de los empleados?

Employees can be the best marketing tool for a company -- They are your front line. If you want employees to be advocates, they need to be highly engaged. Employees can only be highly engaged if the mission, vision and strategy of the company is clear and is communicated regularly. Making time for employees to understand your business and priorities is critical -- focusing on this will ultimately pay dividends in engagement and ultimately the bottom line.

1. Encourage open communication and collaboration among team members. 2. Recognize and appreciate employees for their efforts and achievements. 3. Foster a supportive and inclusive work culture that respects Indian traditions and values. 4. Provide opportunities for skill development and career growth aligned with individual aspirations. 5. Celebrate Indian festivals and cultural events to promote a sense of belonging and unity within the organisation

In my previous role, our team implemented weekly town hall meetings where everyone had the opportunity to voice their thoughts and ask questions directly to leadership. This not only fostered a culture of openness but also strengthened the sense of belonging among team members. The exchange of ideas in a collaborative environment can lead to innovative solutions and a more engaged workforce.

The key is to create a positive, supportive and inclusive work environment where employees feel valued and motivated to contribute their best efforts. Some effective ways to increase employees engagement as below 1.Effective Communication 2.Recognition and Appreciation 3.Professional development 4.Empowerment and Autonomy 5. Team building 6.Clear Expectations and Goals 7.Social Connections

Prove That You’re Listening: I’ve helped multiple C-Suite teams launch engagement initiatives, and, more than once, been queried, "Why are responses down?" in years 2,3,4+. It's usually because nothing concrete was done with the data from Round I. If we’re going to ask employees to engage with us and take time to provide feedback to help us grow, we absolutely have to do something highly visible and directly impactful ASAP after the results. Endless meetings to "review the data" and add more work to employee plates figuring out what to do with it are downright discouraging. Make it clear you’re listening, you’re going to do something that doesn’t offload the burden on them, and then act quickly to do that and show them what you’ve done.

In my experience, empathy is critical to employee engagement. Leadership has to be beyond the transactional aspects of employee engagement. It has to be natural and honest. It helps create a bond with team members which goes beyond the organizational boundaries. Team members start to see you as guardian compared to a boss. And "Engagement" becomes natural.

Engaging employees is crucial for organizational success! 🚀 Offering learning and development opportunities is a game-changer. 🌐 Empower your team with skills that align with their goals and the company's vision. 📚 This not only boosts morale but also enhances productivity and innovation. 🌟 Remember, a motivated workforce is a high-performing one! 💪 Invest in continuous growth, and watch your team thrive! 🌱

Empowering employees with learning and development opportunities is a cornerstone of fostering a thriving workplace. It’s not just about offering training and courses; it's about creating a culture where growth is part of our DNA. Encouraging employees to explore their interests, share insights, and learn from each other cultivates an environment where everyone is both a teacher and a learner. Integrating mentorship and practical, hands-on experiences alongside formal education ensures that learning translates into real-world skills. This approach not only boosts employees' confidence and performance but also nurtures a sense of loyalty and belonging.

Learning fuels engagement, yes. But career growth isn't just trainings and professional development stipends People want guidance from experts and the confidence that comes through sharing hard-won lessons. In my experience, pairing mentorship and stretch role assignments accelerates development. Entrust folks to step up and lead, unlocking loyalty and capability across your organization. Interweaving growth opportunities right into the work itself compounds returns. Help your people grow while they grow the business. Show them they don’t need a side hustle (or to jump ship) to land their dream job. Help make their job their hustle.

Moreover, investing in employee development not only enhances their skills but also fosters a sense of loyalty and commitment. A well-trained workforce is more likely to stay with a company that values their growth and invests in their professional advancement. By creating an environment where learning is encouraged and rewarded, employers can not only attract top talent but also retain a dedicated team that contributes significantly to the long-term success of the organization.

Recognizing employees both privately and publicly for good work and accomplishments is indeed empowering and motivates people to want more praise and recognition, thus creating more positive behavior. I've found that incentivizing teamwork over individual work can promote a stronger team culture. I often ask team members to share praise about each other's individual contributions toward a team goal - this approach ensures individual work is recognized while still incentivizing teamwork.

Charlie Munger said it best, "Show me the incentive and I'll show you the outcome." If you want engaged employees then you need to incentivize and encourage that behavior. Things like: - recognition for speaking up - rewarding good ideas - respecting opinions Actions show priorities. Stay consistent and you'll get the culture you want.

When it comes to rewards and recognition, I like to get to know my fellow colleagues' most preferred way for celebrating their wins. Just like the various "Five Love Languages," some employees prefer private vs. public recognition, a pat on the back/handshake, a gift/physical reward, and/or a verbal or written "good job!" Whenever I join a new team, I give them a survey asking all of this, as well as their favorite candy, coffee, color or hobby. That way, when you reward or recognize them for a job well-done (or even their birthday), you're also speaking their "Love Language" in recognition and rewards. And THAT is the most meaningful and memorable way to celebrate and praise others.

Effective recognition and rewards are pivotal in a thriving workplace. They go beyond acknowledging success; they demonstrate to employees that their efforts are essential and valued. Establishing a fair, transparent, and consistent recognition system is key. This should mix personal feedback, public praise, and tangible rewards. It's crucial to balance celebrating individual efforts with fostering teamwork. Encouraging peer recognition and marking milestones, alongside personalized incentives, boosts morale and productivity. It nurtures a sense of belonging and commitment, essential for long-term growth. By valuing each achievement, we build a committed, cohesive team.

When the head and heart meets, magic is created, it is true with employee engagement as well! An employee is the reflection of the overall management and one of the first brand ambassadors of an organisation. If they are appreciated on the right time in a right environment, it goes a long way in setting an example within the team, thus leading to increased engagement and long term commitments!

Empowerment can happen in lots of different ways. One really effective way to make employees feel empowered is to involve them in conversations about why the company acts the way it does. For example, try to be more transparent about team and company goals. Ask your employees if they have questions, or suggestions. Answer the questions you can. If you don't know the answer find somebody who does. Take note of suggestions. REALLY take note, and consider differing perspectives. Follow up on them. By creating understanding and encouraging clarity, you make your employees feel like they're part of the process. We all like knowing that we have a hand in our future, and reinforcing that belief is very empowering.

Empower people for engagement? 100. But limiting top talent to their current job description kills their spark sooner than later. In my experience, ambitious teams thrive when invited to stretch their wings into uncharted growth opportunities with support. Does this mean reckless free-for-alls? Heck no! But patiently expanded autonomy and gradual release of responsibility, bounded by trust, accelerates development and deepens loyalty. Keep yer people's cups filled by incrementally elevating their impact - here a special project, there an influential committee. Let their interests direct capacity building while ensuring they’ve still got a runway. Help each person grow into their genius by steadily shaping roles around them.

Talentos que se engajam são os que têm espaço para colaborar e deixar sua marca em projetos que vão além do seu "job description" sem afetar suas entregas e rotinas do dia-a-dia. É uma linha tênue que equilibra entregas, desafios e aprendizado. Ao sentir que faz a diferença, que é ouvido e levado em consideração, engaja os talentos e desenvolve as pessoas.

It's a great idea to clue your team in on what it is their work is driving towards. It gives them purpose and direction. They feel included rather than just a cog in the machine! Plus, if you're building, including them in decision making means you can create a culture that truly reflects what they want, as well as utilizing the great minds in the room to implement systems and processes that actually work for them.

I've found that providing shadowing opportunities for employees is a great way to prepare employees to confidently take on new responsibilities. If they've shadowed a manager while he/she addresses different situations and challenges, employees often feel more confident contributing to higher-level work and decision-making. Thus, when they ARE delegated tasks and offered more responsibility, they're prepared to do a good job and consequently are further empowered to continue growing. Including employees in decision-making, particularly decisions or policies that impact them directly, not only results in better decisions but also faster buy-in and adaption.

In my experience, we introduced flexible work hours and remote work options, allowing employees to better balance their personal and professional lives. Additionally, organizing wellness programs, such as fitness challenges or mental health workshops, can contribute to a positive and supportive work environment. By prioritizing the well-being of your employees, you not only enhance their overall job satisfaction but also contribute to increased productivity.

Promoting employee well-being and work-life balance is about recognizing & respecting the multifaceted nature of our lives. It’s essential to provide flexible work options & wellness initiatives that cater to diverse needs. Creating a culture where taking time off is not just allowed but encouraged is key. It's about understanding that when we support our team's holistic well-being, we foster a more vibrant, productive, and loyal workforce. Encouraging regular breaks, offering support for personal challenges, and respecting boundaries are not just policies, they're investments in our team's health & happiness. This approach not only reduces stress and burnout but also builds a committed team, ready to excel both personally & professionally.

Healthy employees are happy employees. When I say "healthy" I'm referring to their whole well-being - physical, mental, emotional, and spiritual. When managers encourage and promote work-life balance, flexibility, and boundaries, employees feel at ease, trusted, and supported to do and be their very best self at home and at work.

Promover o bem-estar e o equilíbrio vida-trabalho é chave para a saúde e produtividade dos funcionários. Ofereça flexibilidade, programas de bem-estar e respeite limites para reduzir estresse e rotatividade.

We've all heard "work-life balance". The holy grail for engagement. But what if that phrase does more harm than good? Dividing our existence into neat silos of "work" and "life" disrespects the gloriously interwoven, multidimensional beings we are. Or can become. Our needs don't just compete—they enrich each other when nourished in harmony. VC Brad Feld first opened my eyes to the fact that people don't really compartmentalize themselves when shifting contexts. It’s not about ‘balance’. It’s about harmony. Serve that human reality with a culture that embraces wholeness. When people feel sustained as their integrated selves, that energy and creativity infiltrates everything they pour themselves into - work included.

In a startup environment, we initiated regular team-building activities and offsite retreats to strengthen relationships and improve collaboration. Celebrating team successes, both big and small, creates a sense of camaraderie and shared achievement. Moreover, encouraging open communication and a sense of humor within the team can break down barriers, making the workplace more enjoyable and conducive to high engagement levels. Team members who feel connected and supported are more likely to actively contribute to the success of the team and the organization as a whole.

In our corporate culture, we prioritize team spirit through monthly events, ranging from bowling to Europapark excursions, fostering connections among employees and leadership. We believe a positive work environment is the cornerstone of peak performance, aiming for employees to be genuine company enthusiasts. This connection begins with transparent communication about our values and goals, ensuring active employee engagement in achieving company success. While the monthly salary is a significant motivator, we emphasize a work environment where personal and professional goals align, cultivating a fulfilling career.

A strong team culture is critical to employee engagement because people not only want to 'do good' for themselves and their leaders, but (most) humans intrinsically value inclusion and want to be part of a team. Therefore, creating a culture in which team members trust, respect and rely on each other also creates highly engaged employees who want to help their team. So, while strong team culture alone will not keep employees engaged indefinitely without other incentives, it CAN allow companies to weather the storm of revenue challenges in a cyclical market. Another Plus -- building a strong team creates a whole network of good future leaders.

Vision, mission, values. They’re only skin deep if your team culture doesn't embody them when SHTF. Culture overrides any words carved on walls. Think Enron. I know, forever ago. But “integrity” was their top value. But behind the brand manifest? Cunning criminality. Incentives and implicit policies = actual culture. If yours normalize self-interest over stated values, cynicism starts brewing. So shape behaviors through conviction. Live your values. Show them in action on the daily. It’s all about accountability, and consistency breeds trust. Call out gaps immediately, respectfully. Vet decisions. “Does this reflect who we want to be?" That's your north star for building culture that moves your teams’ hearts and minds.

Reciéntemente Gallup liberó su estudio del año pasado de engagement. No tan sorpresivamente la estadística muestra que solo el 31% de los empleados se sienten realmente comprometidos tanto en USA como en Latam. La cultura es la mejor herramienta para llevar estas cifras a niveles superiores. No obstante, como suelo enseñarlo, ésta es solo una de las caras de la misma moneda. La otra es educar en bienestar o si se quiere felicidad laboral. Y aquí viene la clave. Ya que la felicidad es el "sentido de bienestar subjetivo", depende de cada colaborador y así, conseguirla es virtualmente imposible de parte de la empresa. Lo que debemos promover entonces es que cada cual se eduque y se haga cargo de sí misma/o.

Emotional Intelligence (EQ) is also very IMPORTANT. As a General Manager leading an 80+ staff, I leveraged EQ to transform our work culture. Through empathetic one-on-one meetings and team-building activities, I strengthened trust and collaboration. This approach boosted morale and efficiency, aligning personal goals with organizational objectives. The result was a remarkable turnaround in team dynamics, surpassing our operational and financial goals and demonstrating the power of emotional intelligence in leadership.

We must recognize it as a reciprocal journey. Beyond perks and incentives, a culture of trust and open communication is paramount. Encouraging autonomy, acknowledging contributions, and investing in professional growth create a thriving environment. Embrace diversity not just as a checkbox, but as a wellspring of creativity. Above all, listen actively; understanding individual aspirations fuels collective success.

Empathy, put in the others' shoes. Understand that we all are different, and we learn and act differently. Show yourself as an approachable person; it will help to generate a safe space where Everyone can raise their hand and ask for help or advice, and more than that, it will develop trust.

Create a space where employees can give honest feedback without fear of retaliation. It is extremely important to know what employees actually feel and experience. If possible, make it anonymous so that way no one can be penalized or be afraid of being penalizes for voicing an opinion.