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We've found that well-being and engagement grow when leaders do two things: 1-Provide Clarity: Ensure every employee understands their measurable goals and how to collaborate effectively in remote or hybrid settings. 2-Provide Validation: Recognize and appreciate creative solutions, swift problem-solving, and consistent contributions, especially under uncertain conditions.

The workplace has transformed and there is a need to be intentional about finding new ways to fill the void created by the absence of offices, distributed working, and generational shifts. The old ways simply won’t work! To address this, we emphasize the importance of three key relationships: 1️⃣ Organizations and Employees: Foster a sense of belonging and appreciation. 2️⃣ Employees and Peers: Encourage collaboration and support. 3️⃣ Managers and Teams: Build trust and provide effective guidance. When these three critical relationships are strategically cultivated, the result is a highly engaged, high-performing culture that drives business outcomes and delivers outsized impact. Read more in our recent blog post 👇 https://hubs.ly/Q02TKr1h0

I have to admit it, I'm a huge Star Wars fan! Apologies, if this were Slack, I think I could have found an emoji. I was reading a few articles last week around "associate engagement", specifically the lack of, and the importance related to increasing productivity. While trying to find a new series to stream (really wishing Warrior on Max would have gone to a 4th season), I considered watching A New Hope again (That's #3 in the original trilogy for those not tied in). Stormtroopers are known to be really poor marksmen, and I began to wonder what was the Empire's strategy around "engagement"? Driving fear was pretty clear, though what would have happened if leadership actually engaged their troops? The easy takeaway, a strong engagement strategy is a win/win! Here's a look at a few general insights we as leaders can take measure of: 1. According to Gallup's State of the Global Workplace report, only 15% of employees worldwide are engaged in their jobs, meaning they are emotionally invested in and focused on creating value for their organizations. 2. Engaged employees are more productive and contribute to higher profitability. Organizations with high employee engagement levels outperform those with low engagement levels by 202%, according to a study by Dale Carnegie Training. 3. Employee engagement is strongly linked to retention. Research by the Society for Human Resource Management (SHRM) found that 89% of HR leaders agree that ongoing peer feedback and check-ins are key drivers of a positive employee experience, leading to higher engagement and lower turnover rates. 4. Recognition and appreciation play a significant role in employee engagement. A survey by Achievers found that 82% of employees consider recognition an important part of their work culture, and 70% say they would work harder if their efforts were better appreciated. 5. Remote work has posed challenges to employee engagement. A survey by Gartner found that only 36% of HR leaders believe their organizations are effectively supporting employee well-being during the shift to remote work. It's a New Week, don't join the Dark Side (even if their cookies are better), and have a great time engaging your teams for their happiness and better productivity! #imafan #engagement #productivity

It's not just ticking boxes, it's about sparking engagement! A Gallup study reveals a whopping 22% boost in productivity in those workplaces brimming with engaged employees. Imagine a workplace where teams don't just meet targets but double their success, with fewer empty chairs and a solid team spirit. Engagement is key – it's about feeling valued and part of something bigger. Insight from Jim Harter at Gallup: Engaged employees don't just work – they care, they watch out for each other, and they 'own' their results. This isn't just good for morale; it's a game-changer for quality, creativity, and safety. 🔑 So, what's the secret sauce? Simplify. Focus on purpose. When everyone understands their role in the big picture, magic happens – a cycle of communication and collaboration. 🤔 But why is this still a challenge for many? Thoughts? #ProductivityUnlocked #EngagementMatters #GallupInsights #LeadershipGoals #TeamSuccess #WorkplaceCultureRevolution

👥 Struggling with Employee Disengagement at Your Workplace? 🤔 In today's fast-paced business world, keeping your team motivated and engaged can be a real challenge. 😩 At NexLevel, we understand that disengaged employees can hinder productivity and impact your bottom line. That's why we've dug deep into the causes of employee disengagement and have some invaluable insights to share. 💼💡 Discover the key factors affecting workplace satisfaction and how you can transform your organization for the better. Dive into our latest blog post, 'What Causes Employee Disengagement?' 📖 🚀 Elevate your team's performance and create a workplace culture that breeds success. Read the blog now: https://shorturl.at/lwO58 #EmployeeEngagement #WorkplaceCulture #NexLevel #BusinessSuccess #TeamMotivation #Leadership

Clarity, validation can boost your team's well-being.   Workplace changes, namely the rise of remote and hybrid working and declining employee well-being and engagement, require managers to be more people-oriented, communicative and flexible, says S. Chris Edmonds with The Purposeful Culture Group. Edmonds highlights two practices -- clarity and validation -- that leaders can model to boost well-being and engagement.         Put it into practice: Discuss and agree on measurable goals to provide clarity on expectations for your team, Edmonds advises, and be "present and aware so you can recognize efforts, ideas and actions that meet company goals and wow customers." #leadershipskills

Clarity, validation can boost your team's well-being Workplace changes, namely the rise of remote and hybrid working and declining employee well-being and engagement, require managers to be more people-oriented, communicative and flexible, says S. Chris Edmonds with The Purposeful Culture Group. Edmonds highlights two practices -- clarity and validation -- that leaders can model to boost well-being and engagement. Put it into practice: Discuss and agree on measurable goals to provide clarity on expectations for your team, Edmonds advises, and be "present and aware so you can recognize efforts, ideas and actions that meet company goals and wow customers."

How is your company helping managers lead hybrid teams? 🏡 🏢 The recent Gallup report paints a stark picture of declining employee engagement, with just 1 in 3 Americans feeling connected to their work. It's a wake-up call for organizations to reassess their management strategies and invest in their greatest asset, their people! Breakdown in role clarity, communication challenges, disjointed culture and poor management are identified as fundamental challenge to hybrid work environments, affecting effectiveness and outcomes. With managers lacking training for managing hybrid workforces, meaningful feedback through continuous listening becomes a game-changer. Inexpensive and easy to use engagement software like Applauz empowers managers to conduct regular check-ins, focusing on feedback, recognition, collaboration, goals, priorities, and culture – the very elements identified by Gallup as crucial for high-performance relationships. Gallup estimates a cost of $1.9 trillion in lost productivity due to disengaged employees. It's time for a change, and Applauz is committed to being part of that change. Let's harness the strengths of each individual, boost engagement, and drive results for a more connected and productive workplace. 💡 #employeeengagement #hybridwork #employeeretention #applauz

Gallup research suggests that meeting with employees for a few minutes every week helps to boost engagement. Justin Bariso writing for Inc. shares some points to include in a meaningful conversation that will engage employees like recognition for work done and goal setting. Having these brief connections will help cut back on the amount of time needed to have longer conversations later. https://lnkd.in/e2QA4mzq

How engaged is *your* team? Employees in the U.S. continue to feel detached from work, according to research firm Gallup’ most recent employee engagement survey. Only 33% of employees were engaged, while 16% of workers reported being actively disengaged. Gallup defines employee engagement as follows: Engaged: highly involved in and enthusiastic about their work and workplace Not engaged: psychologically unattached to their work and company Actively disengaged: resentful that their needs aren’t being met and acting out their unhappiness If you’re a business owner, manager, or team lead that’s struggling with disengaged team members, what can you do? Gallup presents an insightful solution. “A manager having one meaningful conversation per week with each team member develops high-performance relationships more than any other leadership activity,” writes Gallup. The research firm says such conversations can be as short as 15 minutes. One meaningful conversation per week. In just five words, Gallup describes the biggest key to employee engagement, an emotionally intelligent habit that you can use to help make your employees feel needed, wanted, and motivated. What does a meaningful conversation look like? After analyzing the data, Gallup outlined the top five characteristics of what it calls “meaningful conversations.” They align closely with my own research over the past two years, as my team closely studied hundreds of global teams. Let’s take a closer look at each characteristic, and see how you can implement these conversations into your weekly routine. #gallup #management #emotionalintelligence #leadership #eq #eqapplied #MakeEmotionsWorkForYouNotAgainstYou https://lnkd.in/eKxuDgmt