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GLS explains the importance of employee engagement and how to properly initiate programs to increase it.
One of the most challenging jobs of any employer is keeping everyone involved. GSL Group specializes in giving your team the morale boost they need!
Why Employee Engagement Really Does Matter There are two big problems companies are facing today. One is profitability and the other is employee engagement (and productivity). These two things go hand in hand. When your employees are engaged, they are more motivated, productive and produce better work. This leads to better profitability over time. Employees Want Spontaneous Rewards 47% of employees want to receive rewards spontaneously. Everyone wants to be praised, but more than that they want to be recognized when they do something well. Its very important that these rewards are spontaneous or happen right after the good deed for it to leave a lasting impact. 38% of employees want to receive rewards in exchange for good work. Who doesnt? Remember that good work comes in all shapes and sizes and recognizing good work can go a long way in attitude, morale, and productivity. Rewarding in the Workplace vs. Rewarding at Home 52% of employees prefer to celebrate rewards with their
Workers often think of receivingfeedback from the boss as anegative experience. And although supervisors are well aware of the benefits constructive feedback can have on employees, they are hesitant to offer it in the workplace due to their fear of how employees will respond. This is a shame because when management uses feedback correctly, it is a great tool to improve connections among staff members and to build trust throughout the entire company. HOW TO GIVE MEANINGFUL FEEDBACK WITHOUT ALIENATING TEAM MEMBERS Supervisors can improve their feedback and without hurting their working relationships with staff members by following a few guidelines. Show you care about the employee.No one respects a person who doesnt genuinely care about them. It is critical to approach the process of giving feedback as an opportunity for the worker to improve themselves and make their job easier and more effective. If possible, avoid giving the employee a score, and focus the feedback on identifying
Theres no doubt about it millennialsemployees are different. Having grown up seeing their parents laid off from companies where they have worked all of their lives, most millennials no longer expect loyalty from or to any employer. Today, millennials are looking for something different;94 percentof them say that nontraditional benefits make potential employers more attractive, while 64 percent of millennials care more about the benefits they receive compared to only 51 percent of baby boomers. Heres what you can do to keep millennials loyal to your company. WHAT DO MILLENNIAL EMPLOYEES WANT? In short, millennialemployees want it all. They are looking for a meaningful, rewarding job with a supportive corporate culture, but refuse to trade their personal time and values to achieve career success. While a low salary may keep millennials from taking a position,simplypaying them more will not attract new employees or keep the ones you already have from leaving. When it comes down to it,