Here are a couple of questions around coworker trust found on an engagement survey:
To help the leadership team understand how each of us are “wired”, we’ve all taken a personality assessment and created a cheat sheet which identifies the core ways we want to work with one another.
To create an environment of trust, as leaders, we need to let our team members know it’s O.K. to make mistakes. To create trust, we need to know each other as people. To do this, there should be a corporate calendar with scheduled business and social events.
Last month, I delivered a conference keynote. My talk was on engagement. For the 400+ attendees, I started by sharing what engagement means and finished with the eight areas of engagement and shared specific, actionable ideas to increase engagement.
Employee engagement results in a few major things… employees who advocate and promote your organization, who do more than the job requires, and who stay.
When you see the “Best” or “Great” places to work lists in magazines or newspapers, they are based on engagement. Engagement surveys are measured by:
For an engaging job, this is what employees look for:
For a manager that drives high engagement, they don’t focus on weakness:
Engagement results in more productivity, profit, safety and less absenteeism: