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Category: Productivity

Why Employee Engagement Really Does Matter

Why Employee Engagement Really Does Matter

Posted By GLS Group
February 28, 2019 Category: Employee Recognition, Employee Engagement, Company Culture, Productivity

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. It’s 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 doesn’t? 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 families rather than their colleagues. Team parties or company celebrations and awards are wonderful. Next time you’re giving rewards to your employees at the office, supplement it with a gift selection they can take home.  We’re all human and our loved ones motivate us more than anything. Sharing achievements and rewards at home makes a big difference to employees.  How to Manage Employee Engagement for Effective Results  Employee engag

Fostering Employee Trust Through Constructive Feedback

Fostering Employee Trust Through Constructive Feedback

Posted By GLS Group
January 15, 2018 Category: Employee Engagement, Productivity

Workers often think of receiving feedback from the boss as a negative 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 doesn't 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 issues which need resolution.  Know what you are talking about. Nothing puts off an employee more than a boss who doesn't understand the job the employee is currently doing. This means you need to know the real challenges the worker is facing day-to-day before you attempt to give advice how to do the job better.  Discuss what the employee is already doing well. No one wants to only hear about what they are doing wrong. It is important to

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