Communicate With Employees to Maintain Engagement | Business News Daily

February 7, 2025February 6, 2025 ~ knjohn ~ Leave a comment

Effective workplace communication can foster meaningful, authentic employee engagement and solid working relationships that will strengthen your organization’s core. However, businesses sometimes confuse disseminating information with communication.

Genuine employee communication is a two-way street that includes personal connections, sharing the big picture, and giving and accepting feedback. Engaged employees are more productive and loyal, make fewer mistakes, and produce higher-quality work – ultimately impacting customer satisfaction.

In contrast, poor communication between management and their teams can lead to tangible losses, such as time spent correcting errors – and lost time often equals lost profit. A Grammarly and Harris Poll study found that ineffective communication processes cost U.S. businesses up to $1.2 trillion every year.

How To Boost Productivity Among Employees | The Startup Magazine

August 16, 2022August 15, 2022 ~ knjohn ~ Leave a comment

Every business owner knows that their employees are the most precious asset of their company. This is why it is important to keep employees motivated to ensure high levels of employee engagement and productivity. This can also promote a positive work culture and help organizations retain their workforce and recruit the best talent in the industry.

In this article, we highlight some excellent employee productivity ideas to boost the productivity of your employees and enhance their everyday performance.

Track Employee Activity

Whether your employees are working remotely or in the office, making use of an employee tracking app is a fantastic way to track employee activity and monitor how they utilize their time at work. This can promote accountability and transparency and ensure that employees spend their time productively.

It can also provide useful insights regarding how different employees and teams function, which can be useful when giving feedback and discussing ways to improve work performance and reduce any possible bottlenecks at work.

How to Engage Remote Employees in 5 Simple Steps | AllBusiness.com

January 3, 2022January 2, 2022 ~ knjohn ~ Leave a comment

Employee engagement isn’t easy. However, it becomes even more elusive when you experience the same challenges in a completely remote environment. As a co-founder of an employee engagement platform, I had a front seat to the moment when the whole world collectively went into a sudden lockdown, engagement levels plummeted, and companies scrambled to come up with a solution to engage their newly remote workforce.

Many believe that these days of remote working are limited, but I strongly disagree. While it’s tempting to think that these recent trends will only last as long as the world is still recovering from Covid-19, a McKinsey study says more than half of workers would like to work from home at least three days a week after the pandemic, and nearly a third say they would like to work remotely full time. Meanwhile, with the outpouring of support for the Great Resignation from employers, it is clear that some form of remote work or teleworking will be a permanent part of our future.

Employee Engagement? What If Employees Don’t Want To Be Engaged? | Forbes

July 3, 2015July 2, 2015 ~ knjohn ~ Leave a comment

Engagement statistics really haven’t changed much over the past 10 years. Why? Surely, we’ve focused enough attention, money, staff, time and energy on the concept of engagement to make a huge difference. And yet the numbers remain relatively flat and generally negative.

But what if people just don’t want to be engaged?

By and large, leaders know that they can’t make their people suddenly become passionate about the company’s mission and strategy, the customer experience, the bottom line, or any other owner-level consideration. Thoughtful leaders understand that employees must first want to make a larger contribution, so these leaders institute recognition and reward programs designed to foster a desire to engage…and still, in many cases, no appreciable or sustainable engagement materializes. Why?

It might be time to build a process of engagement that includes more than just an organizational motivation approach. In the book Influencer, authors Patterson, Grenny, Switzler, Maxfield and McMillan reveal two other, equally important sources of motivation that can be brought to bear on any change goal, including this stubborn challenge of employee engagement—namely, social motivation (peer influence) and individual motivation (intrinsic desire). When combined with organizational rewards, these two sources of influence can create a formidable recipe for sustained increases in engagement. Let’s explore both.