HRO Today March 2018 - 11

Cover Story
segment leader at Mercer|Sirota. " They care deeply
about their company, want to contribute to its success,
and regularly have peak experiences at work. "
So it's no wonder that HR is searching for the right
formula to drive engagement among the workforce. A
good place to start is by taking a look at organizational
culture.
" An organization's culture can greatly impact how
employees work with each other and how they perform
their job, and affect their overall well-being, " says Mia
Mends, CEO of Inspirus and Sodexo Benefits and Rewards
Services. " When employees feel valued and there is
authenticity in the idea that they are the foundation
of culture, they enjoy coming to work, they invest in
building meaningful workplace relationships, and they
connect to the company's mission and internalize the
company's objectives. "
Being connected to an organization's work and outcomes
helps employees align with its overall culture and mission,
which encourages productivity and pride.
" Strong engagement occurs when employees are in a
position where they understand how their role fits to
the overall strategy of the organization, have a strong
relationship with their manager or direct supervisor, and
are engaged in meaningful work, " says Jennie Hollmann,
PhD, director of organizational research for Caliper.
Taking Action
Jeff Gelinas, vice president of product and people for Engage2Excel, recommends that organizations develop a
specific roadmap with survey results in order to make improvements in engagement levels. " Companies with highly
engaged employees consistently outperform those without, " he notes. " Beyond business performance, employee
engagement also impacts such measures as employee retention and customer satisfaction. " He suggests these
seven steps:
" When our work is more meaningful to us, we are more
productive. "
Engagement Drivers
In addition to company culture, an organization can look
at other factors that are linked to building an engaged
workforce. These include:
* Work environment;
* Personal growth;
* Collaboration;
* Health and well-being;
* Innovation;
* Support;
* Autonomy;
* Security; and
* Recognition.
Once an organization identifies the factors that link to
employee engagement as well as align with their culture
and mission, they can implement certain strategies to get
the most from employees:
* Ask employees for feedback. Greg Besner, founder and
CEO of CultureIQ, says it is critical for organizations to
collect regular feedback from employees-and act on it.
This will " demonstrate you value the employee voice, " he
says. It's also an easy way to source and implement new
ideas.
MARCH 2018 | www.hrotoday.com
[11]
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HRO Today March 2018

Table of Contents for the Digital Edition of HRO Today March 2018

HRO Today March 2018 - 1
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