ORG Blog

EMPLOYEE SATISFACTION, ENGAGEMENT, AND COMMITMENT CAN PRODUCE SUSTAINABLE PERFORMANCE.

In Part 1 of this series, we looked at the first two levers to help you attain exceptional employee performance. In Part 2, we looked at four more levers, each contributing to increased employee engagement. In this final post of our sustainable performance series, we’ll look at ways that you can encourage a high level of employee commitment with one final lever.

Your influence as a leader should never be taken for granted. You set the tone. You have the opportunity to create an environment that makes real and lasting employee commitment possible.

WANT EXCEPTIONAL, SUSTAINABLE EMPLOYEE PERFORMANCE? OF COURSE, YOU DO! 

We’ve identified seven actions (levers) to help you improve satisfaction, increase engagement, and intensify commitment—the key factors that drive performance. In this post, we’ll look at the first two levers that impact employee satisfaction. 

As a leader, you have the opportunity (and responsibility) to create an environment that makes true employee commitment possible. Perhaps this thought is exciting but a bit overwhelming. Where do you begin? 

STUDIES SHOW THAT CASUAL CONVERSATION STIMULATES OFFICE PRODUCTIVITY.

The long-standing tradition of employees shooting the breeze around the water cooler may sound like a waste of time in today’s fast-paced, productivity-focused business world. On the surface, it makes sense that leaders might be tempted to nix this behavior—but let’s take a closer look at its surprising benefits.

FIND OUT HOW SMART OPERATIONS LEADERS ARE GETTING RESULTS WITH A MORE DIVERSIFIED APPROACH.

Operations leaders know that ensuring and improving productivity is one of their top priorities. However, many feel frustrated in their ability to influence this goal when employee engagement is the hot topic everyone is talking about. Has your organization hopped on the bandwagon with a hyper-engagement approach, only to find that it’s not working?

SAVVY HR PROFESSIONALS ARE USING THIS SURPRISING DISCOVERY TO RETHINK ENGAGEMENT.

Employee engagement efforts have become the go-to answer for fixing a host of common workforce issues. And while important, engagement is often given so much attention that organizations may lose sight of the end goal.

Why do organizations want engaged employees? There are several reasons, but most of them boil down to the fact that engaged employees are productive employees. Productivity affects the bottom line. So it makes sense to prioritize engagement, right?

From The Chicago Bulls to The Beatles, there’s one special thing that great teams have in common – chemistry. The way different personalities come together in the right way at the right time is where the magic of teamwork happens.

DEAR CEO: 

You’re right, engagement surveys can be a colossal waste of time and money.
So why do you keep using them?

Have you fallen prey to any of these justifications:

THE ART OF LISTENING

It’s no newsflash that being a good listener is important. Human beings are hardwired with a fundamental need to feel heard. For most of us, hearing comes naturally—but true listening involves more than merely hearing. Listening is an art.

SATISFACTION MATTERS

“I love my job and work hard every day because I’m treated poorly.” Said no employee, ever.

Alchemy we call it, jokingly and fondly, this magic that binds a small, extremely diverse group of veteran professionals into a closely-knit team of change management consultants. It’s not magic, of course. It’s just that we do our best to practice the skills and competencies that we teach others.

Except when we don’t.