Employee Engagement Starts with You

Posted on March 31, 2014 by TNS Consulting Team (via Scott Spayd)

http://www.sxc.hu/browse.phtml?f=download&id=1151651Last week, I wrote a blog about supervisors’ and managers’ responsibility for employee engagement and some psychology that goes along with it. There is only so much that employers and supervisors can do in order to ensure engagement, the rest is up to the individual.

When you are working for a company, you have to obey rules, you have to be there on time and put in your regular hours. If asked, you may be obliged to work more than a normal 40 hour week. Some of us are not up to withstanding the pressure, and it may begin to stifle one’s enthusiasm to work there.

Whenever I start to think, boy, I’d like to work somewhere else and then begin to daydream about it, I think about the pros and cons of leaving the company. For me, the pros outweigh the cons and then I feel better about my situation and position. Indeed, just thinking about being unemployed is a far worse. But what prompted me to think badly about the company in order to daydream about leaving?

The longer you are at the job, you may discover there are things about your boss you don’t like, or feel you are being treated unfairly. Or, what if some of your coworkers are hard to deal with? These things can fester, and you start to think about leaving. Maybe you are bored with the actual work. At one time or another, most of us have said to ourselves – or out loud, “I don’t have to take this abuse any longer. They don’t appreciate me. I’m outa here!”

On the other hand, if you want to improve your situation and after a few years of faithfully working there with glowing reviews, you aren’t any better off and feel you aren’t growing with the company, career-wise or financially, it may be time to take action. These are cons that need to be addressed with your superiors. If your superiors aren’t helping you improve with training and guidance, then it’s time to investigate why. It may be time for intervention with your HR department. HR should be able to help assist managers help their employees.

When I say it’s up to the individual to engage oneself at their workplace, I mean you have to take a hard look at all the plusses and remember why you came onboard and recall all the enthusiasm you experienced as a new employee. Be self-critical by stepping “outside yourself” and asking what you’re doing to aid to your unhappiness too. What if you decided to take a course at the local college? That would boost your enthusiasm, because now you have more education under your belt. What if you invested in a few nice outfits to wear at work? I know I feel nice when complimented for wearing a pretty outfit. Giving and receiving what is called in psychology as “positive strokes,” is one of man’s greatest needs…being accepted.

TNS Consulting Team (via Scott Spayd)

About TNS Consulting Team (via Scott Spayd)

Great companies know that it takes highly engaged employees to retain customers and make their brand promise come alive. To make the connection between your employees, customers and brand, you need a partner with deep expertise across several areas. Only KANTAR TNS has over two decades of employee survey experience, as well as access to the consultative and research resources of the world’s largest customer satisfaction benchmark database and brand analytics research. Whether you have 200 employees or 200,000, Kantar TNS has the expertise and the advanced measurement, reporting, and follow up tools you need to deliver on your employee and customer brand promise.

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