Developing motivated and engaged employees begins with trust

first_imgDeveloping a team of highly motivated and engaged employees is the holy grail for most leaders. We’re on a never-ending quest to help our people tap into their sense of intrinsic motivation that will kick their performance into high gear, allow them to derive greater satisfaction from their work, and help the organization reach its goals.But employee engagement is a broad and complex issue that isn’t easily defined, as pointed out in a Bersin & Associates report. Definitions vary widely, with elements including commitment, goal alignment, enjoyment, and performance, just to name a few. Despite the fuzziness surrounding employee engagement, organizations spend more than $720 million dollars a year trying to solve the puzzle of developing a motivated and engaged workforce. It’s clearly a complex issue that seems to get more complicated by the day.Focusing on the basicsTrust is the foundation of any successful, healthy, thriving relationship and it’s essential to your success as a leader. Research by Gallup has indicated that a person’s relationship with his or her direct manager is the leading factor influencing employee engagement and that managers account for 70% of the variance in employee engagement scores. The Great Place to Work Institute has documented that committed and engaged employees who trust their management perform 20% better and are 87% less likely to leave the organization. What does that mean for leaders? To a large extent, the way you lead your people has a dramatic impact on their level of engagement on the job. continue reading » 45SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblrlast_img

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