Employee Engagement Drives Performance

Employee engagement drives company performance

Last week, we talked about mental health in the workplace. Now we can draw a line directly between positive mental health and employee engagement.  This is simply due to the basis of a person who is engaged, generally has a greater sense of purpose in their daily practices. And, purpose along with employee engagement, drives performance.

Which, ultimately leads to better decision-making. 

Companies that rank high in the employee engagement area are Google, Virgin, Cisco, Salesforce, Hilton, Dreamworks Animation, American Express, and the list goes on. 

Employee Engagement By Definition

“Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.”

That being said, employee engagement is not the same as employee satisfaction.

So what’s the difference?

Employee Satisfaction only indicates how happy or content your employees are on a daily basis. For some employees, being satisfied means working close to home and with nice people. Others are just collecting a paycheck and doing as little work as possible.

Examples of employee satisfaction are

  • Work hours
  • Office location
  • Commute length
  • Flexibility
  • Company culture
  • Office politics
  • Leadership tone
  • Consistency 
  • Workload
  • Social status
  • Health & Safety
  • Trust

The list is extensive and we could go father than those listed above.

As a result, job satisfaction is how employees think and feel about their jobs.  

A satisfied employee may view their job as enjoyable, fulfilling and meaningful.  Whereas, a dissatisfied employee can view their job as pointless, demeaning and stressful.

So, why is employee engagement important?

Employee engagement drives performance which goes beyond the day to day normals. Going further, employee engagement drives performance. Engaged employees look at the whole of the company and understand their purpose, where, and how they fit in. 

In addition to this, employee engagement addresses their level of motivation, involvement, and emotional commitment to the job, the company, and their co-workers.

So how is this achieved?  Here are a few examples:

1. Assign company values

Assign one of your company’s values to a certain employee, every month, based on a peer voting process. The person who best represented that value can be set as an example and properly acknowledged for their actions.

2. Encourage personal projects.

Dreamwork Animation does through a short story initiative.  Designers pitch short stories where the winners are awarded the time and team resources to bring the animation to life!  

Depending on your company, personal projects can bring different departments together and connect employees outside of the on-going routine.  All of which benefits the overall engagement of everyone involved.

3. Assign a buddy/mentor for every newcomer.

If your organization is on the large side, this engagement tip can make a HUGE impact. Onboarding, as we know, is critical to your new employee’s ability to adapt and gain an early sense of achievement. As a result, a trustworthy relationship is built with someone more experienced in the company that can guide the newcomer. 

4. Encourage charity.

Perhaps there’s a cause that aligns with your company’s mission. You can empower employees to team up and raise money for that cause, in a friendly but competitive manner. 

5. Encourage volunteering

Volunteer-for-a-cause is a great way to allow the team to gain a deeper connection to their jobs.. Give your employees dedicated time to volunteer for a cause they support. 

6. Celebrate achievements

Big or small, they are the solid proof that the work people are putting in has meaning. No one can go through tasks and assignments for months or even years without burning out. Refill the team’s energy tanks with some recognition and celebrate hard work. This is also a great way to foster a stronger team function.

7. Have themed office days.

For the more open-minded companies, this initiative can bring a lot of fun.. Have a Hat Day. Maybe a March 14th, Pi Day where people can bring in pie-like treats. Seasonal Theme Days can help break up the looping annual routines. 

The range is diverse and can really boost up employee morale.  Not to mention, pleasantly fracture monotony in the work routine.

8. Celebrate your people!

Birthdays, promotions, retirements, newcomers welcoming, there are plenty of important moments where people can be put at the front of the company. They literally make the company and it’s a great and relaxing way of showing them that they matter.

Cultivate Top Performers.

The goal of Customer Engagement practices is to develop as many top performers as possible.

Top performers embrace change. They search out ways to improve themselves and challenge the status quo. These achievers hold themselves accountable for delivering results. 

Whereas, low performers avoid accountability, cling to the status quo, and resist change.

Outperform the Competition.

There’s plenty of stats out there on organizations with an engaged workforce outperforming their competition. Companies have reported higher earning per share (EPS) and faster recovery after recessions and financial setbacks. Engagement is a key differentiator when it comes to growth and innovation. 

As a result, a company that has an effective employee engagement strategy and a highly engaged workforce is more likely to retain top performers as well as attract new talent.

Moreover, the expectations of employees have changed.  Mobile professional careers are much more common than “job for lifers”. Also, the retention of top talent is more difficult than before.

The bottom-line, successful organizations are value-driven with employee-centric cultures.

How does your organization measure up?

Tune in next week when we goo deeper into how employee engagement is measured in the workforce. We’ll discuss how to measure employee engagement.  Along with what is needed to prepare a readiness assessment and embark on a value-added engagement survey.

How to Maximize ROI on LinkedIn Profiles

stop under utilizing linkedin

LinkedIn maintains the largest business professional social network and is the prime route recruiters travel to finding talent. However, from what we’ve seen, many clients need help to know how to maximize ROI on LinkedIn profiles.

Sure, it’s a quick and easy way to reconnect with a co-worker from way back when or an old college friend, but LinkedIn is also a powerful tool for lead generation, market research, and global networking.

To maximize ROI on LinkedIn Profiles, learn about LinkedIn’s little-known and advanced features to help you unlock its potential to the greatest extent possible.

Before you spend money on premium accounts or paid marketing.

Be specific on how you plan to use LinkedIn. For example, are you:

  • expanding your network,
  • promoting your business,
  • contributing to a discussion,
  • or publishing your own content specific to your expertise.

If you’re going to contribute, then put thought into the subject and truly contribute.  The same thing goes for expanding your network or promoting your business. 

To get more out of your LinkedIn account, the simplest thing you can do is to increase your participation and choose your focus. 

linkedin profile optimization resume update

For Owners Of B2B Companies

The keys to using LinkedIn as a tool for lead generation are establishing and developing a strong profile. Make sure your profile containing keywords and phrases. You want to draw leads to you and build up your list of connections and followers.

Your goal should be to convey a strong, professional image supportive of your brand identity. Show people what you have to offer, be confident. Own your voice!

The trick is to be authentic, share what matters to you and your company so the right following can find you.

All types of businesses can use LinkedIn as a lead-generation tool by mining competitor connections and searching for senior leaders and decision-makers at companies they are targeting,

Here are some facts and statistics about LinkedIn:

  • Total number of LinkedIn users: 645 million
  • Total number of LinkedIn business pages:  3 million
  • 88 of Fortune 100 companies use LinkedIn’s to search for job candidates
  • 97.3% of staffing professionals overall use LinkedIn as a recruiting tool
  • Profiles with professionals headshots receive 14x more views.
  • Profiles with 5+ skills listed get 17x more profile views.
  • Number of standard skills available to list on LinkedIn 50,000

So, how big is LinkedIn today?

Brenda Bernstein, author of How to Write a Killer LinkedIn Profile writes, “In 2011, 73% of all hires sourced from social media were sourced from LinkedIn as opposed to 20% from Facebook and 7% from Twitter.” 

Today, that number has reached over 90%.

Those are some hefty metrics!  So how optimized is your profile? 

We want to see all or clients operating at top value when it comes to LinkedIn. Whether you’re needing a Resume update, Cover Letter, Recruitment Services or LinkedIn optimization, our team at PWU has what you need.

Follow the link for a free resume review and consultation. https://calendly.com/powerwritersusa-ca

Shifting Careers Between Freelance and Corporate

shifting careers corporate freelance

We’ve recently been looking at the double lane highway of shifting careers between freelance and corporate life.  From the perspective of professional resume writers, we’ve definitely seen equal movement between these 2 career directions.

Without question, transitioning from life at a corporate firm to working freelance is a HUGE life change. The greatest technique is in all the individual action steps taken to create a strong outcome. Successes certainly live in the daily grind.

Write a plan of action.

This helps maintain accountability and keep you on track.

If you’re not entirely familiar with the details of a business plan, that’s perfectly fine.  Think of your plan like a map. Begin with goal setting. Outline short-term and long-term goals and place them into a loose chronological order, the specific dates matter less than the actual structure.

Don’t burn any bridges.

Although it’s tempting to skip gleefully out of the door on your last day in the office telling everybody how great your new life is going to be, don’t.  You never know when you might need these contacts again, not to mention references from your employer. Leaving with a recommendation is never a bad outcome. 

Friendly reminder: The world is a very small place. and you never know where your future clients may be. 

Network.

This may sound dramatic but, ultimately you need to make sure EVERYONE knows you are going freelance: ex-colleagues, friends, old classmates, that neighbor with a beard.  Everyone.  Remember, getting work once you go freelance can take longer than imagined so build-up a client base in all ways possible.

Work is much more likely to come through known contacts. That’s just the nature of humans in general. We work with who we know and trust.

Network as much as possible, both in person and on social media.

Speak to friends or acquaintances who have made the leap to freelancing. These people are valuable resources for advice not just on those first few weeks starting out, but for the long haul.

Essentially freelancing is building your personal brand. 

This is a fact. Fortunately, there is ample information out there on the specifics of personal branding.  Quickprout has a nice guide that summarizes the process giving actionable items that help map the route. A quick Google tour will land you in front of some seriously good content for designing and managing your own personal brand.

Utilize social media.

Facebook, Twitter, and LinkedIn are all useful tools. Additionally, if your LinkedIn profile isn’t yet optimized, get it there.  Our team is highly skilled at LinkedIn optimizations that show clients in their best light possible.  This is mandatory in today’s workforce.

Optimize linkedin profile

94% of recruiters are searching for talent on LinkedIn. Use this tool.

Lastly, consider starting a blog. Yes, they are timely but well-designed search engine optimized (SEO) blogs are a great way to drive attention towards your website. This, in turn, builds an audience and potential client base.

Don’t be shy about putting your business out there.

Now, if you find yourself on the highway heading back to corporate structures then the strategy is dramatically different. At this point, your resume must highlight all the unique skills acquired as a freelancer plus reflect positively on the actual time away from the workforce.

As always Power Writers USA is here to help guide you through the steps. Resume Writing, Cover Letters, LinkedIn Profile Optimization and Recruiter Resume Distribution are all available from our team at PWU. Connect with us for a free consultation and resume review!

Unquestionably, unless you are a writing wizard, it’s in your best interest to hire a professional resume writer now.  Freelance skills are diverse and translating all the detailed specifics to corporate necessity is key to your resume making it through ATS and recruiter processes.