Keep Your Finger On The Pulse Of Engagement

Engagement is closely linked to an employee’s emotional connection to his or her company, and how that connection translates to job performance. There are multiple factors that influence these emotions - trust in leadership, reputation, good managers, quality and frequency of communication, health and wellbeing,
the list goes on.
— Snack Nation

How Is connection Supported in Your Company?

Employees are finding more it challenging to connect with companies that employ them. Satisfaction is not the same as engagement. Simply receiving a paycheck and benefits for services rendered are no longer the pillars by which today’s employees and new-hires base their decision to invest their creativity, talent, values, and most importantly their time. There’s an ever growing desire for greater meaning in the work we do.

A Great place to Start

For change to happen in any situation begins with awareness. Acknowledging opportunities for growth is always a great starting point. Simply try to answer the following questions internally to learn how Workplace Wellness helps to bridge the connection gap in your company.

“A good leader values employee happiness. A great leader values the employee engagement that results from that happiness. That is what employee engagement is, after all - the degree to which an employee’s feelings about their job (and boss) influences their willingness to learn and perform at work.”
— Andre Lavoie, entrepreneur and engagement expert
  1. How connected do employees feel to your company’s mission?

  2. How clear are employees of their own professional values?

  3. What support is there for employees to align their values with the company’s mission?

Corporate communication and company culture go hand in hand... Poor communication can ruin employee morale and create a toxic work culture that can leach into customer interaction. Companies, where this occurs, will lose customers and eventually fail.
— Society For Human Resource Management
  1. How well do employees feel heard by mid-level and senior leadership?

  2. What measures/initiatives allow employees to feel heard even if change is slow?

  3. Besides HR, what benefits are in place for confidential emotional wellness?

  4. How does leadership cultivate an empowering employee culture of communication?

Most people come to work wanting to do a good job. Leaving each day feeling that you have made a difference or accomplished something is a great outcome. However, in many of our workplaces today, work is complicated. There are many different teams, with many different priorities. Trying to create a team and workplace where everyone goes home with a feeling of job satisfaction is a huge challenge.
  1.  How do employees safely reflect on their impact on your company’s strategic goals?

  2. What is available for employees to safely explore their strengths and weaknesses?

  3. What creative ways are employees empowered to explore roles best suited to their strengths?

  4. How do employees develop healthier thought patterns around their current job role?

In my research, I have found that thriving people are healthier, more resilient, and better able to focus on their work. They are buffered against distraction, stress, and negativity. In a study of six organizations across industries, employees characterized as high thrivers burned out less than half as often as their peers. They were 52% more confident in themselves and their ability to take control of a situation, and their performance suffered 34% less after an unpleasant incident.
— Christine Porath - Associate Professor of Management at the McDonough School of Business at Georgetown University
  1. What access do employees have to process perceived acts of incivility/microaggressions?

  2. What skills in effective communication are employees empowered to develop?

  3. In what ways are they provided with skills in conflict resolution?

  4. How are they encouraged to develop better decision making and problem solving skills?

Balancing work, family, and personal life has always been challenging for employees... It is even more challenging today. The workday is filled with multi-tasking expectations and increasing emphasis on efficiency, productivity and global competitiveness. Employees find themselves competing not only against peers but also against a global workforce. These workplace pressures continue to mount, especially with the current economic and political challenges and uncertainty.
— Dana Gionta Ph.D., Occupational Hazards
  1.  What tools allow employees to shift self-defeating thought patterns?

  2. What creative outlets do employees have for safely processing their emotions?

  3. How would employees go about mastering their emotions in the workplace?

  4. What support system is in place for employees that feel disconnected from their job?

A strong coaching culture is a feature of an exceptional organization. Organizations with strong coaching cultures value and invest in professional coach practitioners and managers and leaders who use coaching skills, encouraging them to support employees at all levels in order to grow their skills, enhance their value and reach their professional goals.
— Human Capital Institute
  1.  What is in place for developing emotional intelligence in the workplace?

  2. What resources exist for developing soft-skills in the workplace?

  3. How is collaboration, creativity, and innovation cultivated and supported?

  4. What encourages employees to develop of their interpersonal acumen?


Your Bottom Line

Depends on Wellness

Studies also show that happier organizations are better at rebounding, even reinventing themselves after setbacks or even catastrophe. People who are happier at work are also more resilient. They're better at handling challenges. They're better at coping. And they have an easier time recovering from adversity.