MADISON, Wis. (8/21/13)--Studies show that organizations with high employee engagement are more productive and efficient. And these companies boast higher retention numbers, which avoids the costs of training new hires when employees leave.
But you can't fake employee engagement--nor can managers dictate it, according to the August issue of Credit Union Front Line Newsletter, the Credit Union National Association's monthly sales and service newsletter for branch staff and their manager.
"Top-down solutions might produce clarity, but they don't inspire buy-in or practicality," Gallup Business Journal reports (May 30). "That's because top-down decision making about engagement fails to recognize the varying dynamics among work groups. More important, it misses an opportunity to engage teams in creating and 'owning' their own solutions."
Treat employee engagement as a process, not a one-time event. Action plans formed through open dialogue between managers and employees are a proven strategy to increase engagement for the long haul.
When evaluating employee engagement, Gallup Business Journal recommends asking employees five questions to generate participation, determine the most urgent goals, promote practical courses of action, and encourage ownership:
Managers can--and should--influence engagement, said Credit Union Front Line Newsletter. But by involving the team in answering these five questions, the credit union ties engagement to actions that can improve the workplace--and allow it to keep members' needs top of mind.