Spending Time With Your Employees On Career Development Essay

Employee engagement is today’s leadership priority. However, the catchphrase goes a long way back in the beginning of the 21st century. It has gained interest to this date, which can be credited to Gallup’s first version of the Q12 in the 1990s commonly termed as the Gallup Workplace Audit (Gallup Consulting, 2006). Subsequently, Gallup has continuously refined and expanded their Q12 for current business challenges. Furthermore, several literatures, surveys and evidence-based studies abound that exhibited positive results with employee engagement such as increased performance, safety, retention and profits among others.

One of the primary factors in employee engagement is a person’s relationship with his or her direct manager. Some managers are excellent at managing teams and making each person feel valued, while others don’t have the same abilities. Train your managers in the skills that can improve employee engagement, and it can boost your organization’s overall results. Most employees fear their supervisors, so they choose to leave because they don’t want to work in a stressful environment. However, they don’t always express their

Why is it that managers are typically running out of time while their subordinates are typically running out of work? In this article, we shall explore the meaning of management time as it relates to the interaction between

1.2 Analyse the three principle dimensions of employee engagement (the emotional, the cognitive and the physical)

Workers spend between 6 to 10 hours daily at their office for at least 4 days a week, which is more than the time they get to spend with their family and friends. That is why a favorable workplace atmosphere will have positive influence in people behavior and results at work. As well as a positive relationship

Leaders hold complete power over conversations and connection to engage and drive employee performance. This is the deal maker or breaker of great leadership and business outcomes. The change is clear; and the emotional contract is compelling – “connect with me, make me feel included, valued and inspired, and I will perform for you and our business.”

With some companies establishing a six hour workday, rather than an eight hour workday, employees have showen a happier attitude at work. These shorter workdays have brought about new work guidelines such as no use of personal computers, fewer meetings, and little to no distractions as possible to increase focus in the employees. Workers' have become happier due to the result in increased productivity and employees are spending less time at the office.

In other nations meeting the altruistic and simple human needs of being part of something greater than yourself are the driving forces to an engaging environment (Vorhauser-Smith, 2013). According to Major Angelo’s actions of communicating with employees and developing a relationship with them demonstrate how leaders begin to create an engaging environment. According to Harter & Adkins (2015), employees whose manager communicate with them through meetings are practically three times more likely to be engaged as employees whose managers do not hold regular meetings with them. Another method to engage employees is by ensuring they understand their goals and helping them understand the big picture of how their role impacts the whole organization structure.

With the help of Gallup poll findings, the Harvard Business Review conducted a two year study of the daily interactions of over 80,000 managers. This comprehensive research uncovered findings of what brings out employee devotion and optimal performance.

It’s important to understand that every experience and interaction at work has the potential to influence an employee’s engagement level. Each person is unique, and to influence their commitment requires an understanding of what motivates them. The most important thing any leader can do to improve engagement is focus on the employee’s individual spirit as well as the team’s and to ensure that they are in complete

It is vital to maintain a healthy line of communication between the employer and the employee and let the latter know about the goals of the organization and how they fit into it. In an interview conducted by Baldoni (2013), the chief scientist of Gallup Research Jim Harter Ph.D. states that employee engagement is maximized, “When employees clearly know their role, have what they need to fulfill their role, and can see the connection between their role and the overall organizational

The opportunities to engage employees in corporate America has plenty of room for improvement based upon this survey. Towers Watson conducts the research in order to provide a benchmark to organizations each year. The survey offers engagement opportunities for sustainable engagement. Towers Watson (2014) defines effective leaders as being committed to an organization’s strategic priorities and modelling its values and culture and perform across four key dimensions and associated competencies: envisioning the future, inspiring others to follow, transforming the organization to achieve the vision, and adapting to changing the internal and external conditions (see Appendix C). Employees appreciate being motivated by the leaders of an organization,

Successful organizations demand satisfied employees. Figure 1 below shows a theoretical one-way linkage chain called the "Engagement-Profit Chain." This chain directly shows how active employee engagement leads to good service which ensures that customers will to continue coming back, providing a solid foundation on which the company can grow. As employee effort is indeed discretionary, it has been observed that higher levels of engagement, or the way management commits itself emotionally to employees, pushes a higher level of discretionary effort (Kruse, 2014). It is not by chance that

As written in the lines above, employee engagement has a significant impact on an employee and their engagement. Although there has been many articles and research written about leadership and servant leadership, in this study, it will provide and overview, key traits and influences that servant leaders use in collaboration to address significant problems with strategy and other individuals. Therefore, how do managers and leaders facilitate the engagement of their employees? Leaders do this through their leadership style. In 1970, Robert K. Greenleaf identified servant-leadership, which was different from the traditional views of leadership. According to Greenleaf, “The servant-leader is a servant first. Servant

The New One Minute Manager by Ken Blanchard and Spencer Johnson is the new edition business classic on managing your work and life. The book explores the same underlying principles as its original, however, updated in response to the rapidly changing world of business. Today’s organizations are required to respond faster, but with fewer resources and the challenge of advancing technology. In contrast to the old top-down management style, effective leadership is currently defined by more of a side-by-side relationship. Today, people are looking for a balance between their work and home lives, something the New One Minute Manager recognizes, and treats his employees accordingly.