What can really be done to drive employee engagement? A recent Employee Engagement Survey provides some interesting data to reflect on. The International Association of Business Communications (www.iabc.com) gathered data from 900 medium and large companies. The top three practices to sustain an engaging work culture?
- Publish a formal list of values or description of the desired culture
- Use “exit interviews” with managers leaving the organization
- Regularly survey workforce on engagement and work satisfaction
What strikes me about this list is how passive and after-the-fact the existing practices are.
Shouldn’t driving employee engagement be more proactive? About introducing programs and tools that connect employees to each other, and the activities of the company, each and every day? About fostering team work and recognizing the ongoing team contributions? About helping each person feel an active part of the organization?
