Engagement

Engagement

Defining Expectations and Driving Actions That Move Your Business Forward.

Establish behaviors to get more done; an engaged employee is one who is fully involved in their work…

What is Employee Engagement?

It is common for employees and their employers to have a sense of what engagement means, but the majority of people have difficulty in articulating a working definition. An engaged employee is one who is fully involved in their work, and therefore behaves in a manner that advances the organization. Engagement is different from satisfaction, motivation and culture, and can be difficult to identify and measure.

How can you determine the engagement level within your organization?

If you are looking for ways to improve employee engagement levels in your organization, you are not alone. Many organizations today are recognizing the importance of maximizing individual performance and sustaining their employees’ successes. Great organizations are responding by providing training to leaders, being more open and clear about stated goals and transforming the ways they keep their employees actively engaged. The transformation doesn’t happen overnight, but a truly engaged workforce has significant upside to the bottom line.</>

Trust. Just knowing that colleagues are also “walking the walk” will elevate engagement levels. The effects are multiplied when employees see their direct supervisors doing the same. Connection. Being able to draw a direct connection between their performance and the organization’s overall performance fosters a stronger sense of purpose and helps to maintain engagement levels. Visibility. When employees are provided with tools and processes that bring higher levels of awareness to goals and corrective actions, they are more likely to stay focused and engaged. Clear expectations. When goals are defined and clearly communicated, it allows for employees to grasp their reality and feel the urgency in accomplishing their tasks.

How can you improve employee engagement with your organization?

CSI has been creating a culture of accountability and employee engagement in organizations for over 25 years. Using our Process Based Leadership® methodology and training programs, CSI develops non-negotiable business processes around communication, business focus, expectations and performance. The result is a sustainable culture of shared accountability. Over the past several years, dozens of research firms have conducted studies and published reports in an attempt to outline the key elements and defining factors that determine if an employee is truly engaged.

One such study revealed that:

Highly engaged employees outperform their peers by as much as 28 percent.

The study also revealed that organizations with low employee engagement saw an average decline in operating income of more than 32 percent.

Change your culture by establishing expectations that establish and sustain high performance

Why do you need Behavioral Expectations?

While implementation of non-negotiable processes throughout an organization is critical to establishing organizational consistency; long-term process sustainability hinges on an organization’s ability to develop the behavioral discipline necessary for a cultural change to occur and be sustained.

So why do you need them?

Behavioral Expectations provide a translation from strategic values to tactical behaviors – “What does Professionalism mean?”

What are Behavioral Expectations?

Behavioral Expectations create a dialog within the team regarding the commitments everyone must make and support to truly become a high-performance organization.

How can you create behavioral expectations to support a high-performance culture?

With the organization’s values or guiding principles as parameters, the team and leaders can take these characteristics and clearly define the specific behaviors that emulate these values in their daily activities. With our Behavioral Expectations service, your organization will:

  • Define behavioral expectations and their importance in the workplace
  • Explore a three-way process for discussing, identifying and defining expectations within the organization’s values
  • Teach employees the method for providing constructive feedback to an individual and the organization

  • Leaders and employees will learn how to effectively keep expectations meaningful within a multicultural and multi-generational workforce
  • Develop the team’s expectation violation process
  • Develop the team’s expectation review process
  • Each employee will create a self-analysis and personal improvement plan