Should Employers Ban Email After Work Hours?

With development in mobile technology, it has created a new working lifestyle albeit busier than before, for many of us. Very often I also brought my work done outside of regular work hours. However, is this a net gain or net drain on our well-being? Read on and share with me on your thoughts...

http://businessjournal.gallup.com/content/175670/employers-ban-email-work-hours.aspx#1

I came across this article on engagement from a safety angle and how an engaged workforce drives workplace safety excellence, for your pleasure reading also:

http://bstsolutions.com/en/blog?view=entry&id=156

Inflections

Be yourself... You can make a difference in this world by being your authentic self..be blessed!

Employee Engagement Mindset

“High performing and high potential employees are sometimes described as ‘volunteers’; with ample opportunities elsewhere, they work for particular organizations because they want to rather than because they have to. To keep talent from taking flight as labor market conditions improve, today’s leaders would be wise to adopt this perspective and focus on creating compelling work environments that motivate key employees to stay.”Mark Royal, Senior Principal, Hay Group

To get the most out of employee engagement, I guess we need to enable employee, to position them to succeed. Real employee enablement precedes performance. Interestingly, perhaps we should focus on engaged employees to understand why they are engaged..engaged employees carries a different mindet and believes that employee engagement falls on their shoulders, not the organization… based on this book that I have been reading by Clark, Tim. The Employee Engagement Mindset: The Six Drivers for Tapping Into the Hidden Potential of Everyone in Your Company. McGraw Hill Professional, 2012.

If you dig deep, you do have a propensity to increase.. be it in knowledge, wealth etc…we always have a drive for passion for something. Therefore, we should own our employee engagement that can drive rich engagement and work performance…my 2 cents.

Here’s some articles that are related to employee engagement:

http://www.haygroup.com/downloads/sg/2013%20global%20employee%20engagement%20and%20enablement%20trends.pdf

http://www.mlionline.net/aligngroup/2014/01/Creating_Positive_Organisation.pdf

http://www.haygroup.com/downloads/sg/hg_asian%20ambidextrous_white%20paper_web.pd

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I like this pictorial article from my friend’s blog…without communication relationship cease…having  conversation builds  trust and engagement.

http://www.oxford-group.com/pdf/Whydoconversationsmatter.pdf

Employee Engagement

Employee engagement is an integral to any business, a key strategy for maximizing human capital. Statistics from Gall-up shows that an engaged employee work with passion and felt connected to their company. 

When employees “clearly know their role, have what they need to fulfill their role, and can see the connection between their role and the overall organizational purpose that’s the recipe for creating greater levels of engagement - Jim Harter Ph.D., a chief scientist at Gallup Research

Some interesting articles that I have come across:

http://www.halogensoftware.com/resources/reference-library/ways-drive-up-employee-retention.php

http://blogs.hbr.org/2013/07/employee-engagement-does-more/

http://go.globoforce.com/rs/globoforce/images/SHRM_Spring2013_web.pdf

Sharing from personal experience based on the focus groups that I have conducted in a manufacturing environment, some of the key take-away to improve employee engagement:

·     

•      Building Trust

It is not an easy task but management ought to be the key drivers to drive employee engagement, it should be a shared responsibility.

• ·   Regular feedback sessions

I have come across the term ‘crowdsourcing’, meaning to gather resources from a crowd. Bi-monthly or quarterly meet-up sessions with employees, not only improve communication but harness trust.

• ·   Supervisory skills

Sometimes, employees just wanna hear a simple ‘thank you’ as an acknowledgement for job well-done.  If it is accompanied with a thank you card or a meal voucher, it can be even better!

          

In short, people do not care how much you know until they know how much you care…