Employee Engagement
    The quest for employee engagement has been front and centre in the
    business world for several years; however, there still seems to be a lack
    of understanding or will on the part of leadership to take the advice being
    given by those who have researched the topic.
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By Kellie Auld
Employment & Relationship Specialist/
Simply Communicating
Email
kauld@automotivedealersnetwork.com
Kellie is a Certified Human Resources Professional; has
Certification in Human Resources Management through
the University of Calgary; a Provincial Instructor’s Diploma;
as well as having a Certificate in Adult Continuing
Education through the University of Victoria.
Starting with Maslow’s theory of hierarchy, Herzberg’s motivation theory, Adams’
equity theory and several psychological studies since, scientific models have
clearly demonstrated how motivation works, so this is not new!

More recently, folks like Simon Sinek and Daniel H. Pink have spoken to the
business world to further illustrate how we can have more engaged and
motivated employees – still – the struggle exists.

Why is it that some of the leaders today still don’t want to make some of these
positive changes that have been proven to work?

What is it that they are not buying into?

For those few organizations that have indeed changed the way they
recognize their employees
by giving them more autonomy over their work and
allowing them the flexibility to be creative in what it is that they do – the results
are astounding!

The message that I am trying to convey to employers is very much in line with
what this most recent messaging has been:

treat your employees fairly
treat your employees with respect
trust that they will do their jobs well
treat your employees with appropriate recognition

    Your business will ultimately be more successful and profitable.

My work begins right at the recruiting process. Manage this part well, and you are attracting the type of employees you truly want to hire.
  • Teach those folks in your business that are responsible for the hiring of
    new employees (and promotion from within) how to effectively interview so
    that you are getting high-performers.
  • Develop effective orientation and on-boarding processes to give them the
    best chance of success
  • Be sure that there is good lines of communication, personal
    communication (real people talking – not totally dependent upon
    technology) and watch things change!
I have worked in business all my life and have witnessed firsthand how front line supervisors and managers have tried
to ‘motivate’ employees in a various assortment of ways. Punishment and reward systems, for example; and believe me
– it really doesn’t work!

Well, perhaps for a short time those methods work; but in the long run, the only person that can motivate me – is me. If
I am in a work environment that pays me fairly for the work that I do, allows me to have some control over my day to
day tasks, has open lines of communication so that I know support is there if needed, recognizes and acknowledges
work well-done; provides opportunity for continued growth (personal & career) chances are, I am going to be more
engaged and content. That being said, it only stands to reason that I will also be more productive because I care.
At the end of the day, we are talking about relationships.

Yes, the relationship is one that is contractual in nature (employer/employee) but I believe that both parties can and
should benefit from the relationship and it is for this reason that I will continue to work with employers to improve their
understanding of how to achieve employee engagement through effective communication strategies.

It’s what I believe…It’s what I do.
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