I have spent 20 years of my career as a consultant or auditor on management systems in more than 300 of Turkey's top 500 companies. During this time, I have often heard the following from company partners and senior managers, regardless of the sector they are from: Ms. Bahar, our sector is like no other, its dynamics are very different :) We are like a family here... However, as soon as I stepped through the door, the attitude of the security guard, the way the receptionist directed me to the right person, I already had an important idea about the level of loyalty of the employees of that company. What I heard from the company owner or general manager in the meeting we entered right after that made me think about how human beings can mislead themselves.
Some managersmay characterize employees'satisfaction with the companyin terms of salary, benefits, etc. as engagement, or they may look at employees' motivation and happiness at any given moment and mistakenly believe that this emotional environment in their company is a constant employee engagement. However, the differences between companies with high engagement and companies with low engagement are very clear and the signs are actually very obvious. It's just that some people ignore them or misinterpret them. As a manager, if you know what these signs are and follow them, you can have an objective idea about the engagement levels of employees in your company and take the right actions to increase engagement. Building and developing employee engagement is similar to a farmer growing a crop:
- Employee satisfaction is the seed of engagement.
- Employee motivation is the soil of engagement.
- And employee happiness is the water of engagement.
- If you want what you have planted to grow, you need to complete the last missing piece, so you also need the energy of the sun. The equivalent of the sun's energy in employee engagement is the mutual trust that comes from shared values and good communication .
Here are a few important tips to recognize whether
employeeengagement is high or low in your company: