CooteHarvard » Employee engagement articles

Best Practice in Engaging Employees

Sue Coote — Tue, 17 Jan 2012 16:37:21 +0000

This guidebook gives best practice ideas and concepts that help define and shape your workplace environment so it attracts and engages employees.

Guidebook: Best Practice in Engaging Employees

Sue Coote — Tue, 17 Jan 2012 15:53:49 +0000

Is active leadership essential to achieving engagement?

Sue Coote — Fri, 30 Jul 2010 11:07:45 +0000

Active leadership is a dynamic concept and considers the daily experience of leadership received by employees, relative to the more passive guidance that can be achieved through good corporate communications. But should leadership be confined to the top of the organisation? New leadership theory supports the view that leadership is most effective when it is practised at all levels of the organisation. This article considers this rationale.

How does incongruent behaviour impact engagement?

Sue Coote — Fri, 30 Jul 2010 10:44:33 +0000

Engagement occurs at a psychological point where the employee chooses to give their extra effort. They will always be assessing whether they have made the right choice and will be predominently be looking for evidence to support their decision. However, if they begin to see contrary evidence, a sense of betrayal develops which eventually erodes their trust. This article gives insight into how that situation develops.

How can engagement be seen as more than an HR initiative?

Sue Coote — Mon, 16 Jun 2008 15:37:33 +0000

Many organisations have developed sophisticated machinery around the subject of engagement, focused on the HR department surveying employees on a regular basis. A range of questions is asked around how well the company is meeting the employee's personal need to be well managed and recognised, and how satisfying the experience of working with the organisation is as a whole.

Results tell managers how well they are providing high quality leadership and management and how likely their employees are to stay with the organisation. But is this the whole story? Does this pass the 'so what' test?

What ROI could you gain from increasing employee engagement?

Sue Coote — Mon, 16 Jun 2008 15:36:24 +0000

Our intuitive perception is that organisations with engaged employees achieve higher business performance, and a growing body of evidence shows that real engagement adds value to the bottom line. What could this mean for your organisation?

What are the benefits other organisations report they are achieving?

Can change be an opportunity to enhance employee engagement?

Sue Coote — Mon, 16 Jun 2008 15:34:42 +0000

So frequently, a period of change results in severe damage to relationships between the company, its managers and employees rather than the positive, trouble-free experience we envisage at the outset. When asked, people at all levels in the organisation will site the same lack of communication or uncaring attitudes as their reason for dissatisfaction. Frequently, one hears ‘It wasn't the change itself that I objected to; it was the way it was done.’

Why is it harder to engage employee commitment across organisational boundaries?

Sue Coote — Mon, 16 Jun 2008 15:32:43 +0000

One of the stickiest problems in organisations today is ‘How to influence communication and service provision across departmental boundaries so that employees in all departments are engaged with the organisation and each other to achieve high performance and results’.