Tag Archives: Employee Engagement

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

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.

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

downloadEngagement 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.

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