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The three options above are great ways to collect data and begin a diagnosis that will serve as a basis for developing actions focused on engagement. However, as we said above, the mental health of the company's population is an inseparable aspect of engagement. Using something that, at first glance, does not seem to be related to the subject, it is possible to find clues to analyze the consistency of the answers. For example, if on the Stress and Burnout Syndrome Propensity Scale a person has a high score, but in the climate survey they do not give any negative opinions, perhaps they are hiding what they really think about the company. But, to be clear, the idea here is not to punish employees! This is a great way to shoot yourself in the foot and make the situation even worse. Analyzing inconsistency in responses is important to establish effective measures and satisfactorily address employee concerns. How to increase professional engagement? Based on the pillars described above, there are several possibilities to improve engagement rates. See some alternatives: Create a career plan A professional who sees work not just as a job, but as a mission, does not want to become stagnant. Quite the opposite.
The company wants him to wear the company's shirt, it is necessary to develop a series of incentives to maintain the professional's engagement. One of the most relevant ways, which offers a win-win for both, is to invest in an IDP. In fact, this is an initiative that involves all pillars of engagement: clear guidelines, fair assessments, learning and appreciation. Some initiatives, such as career mentoring, offer more flexibility than establishing a rigid program. In fact, the more customizable it can be for each talent, the better. They will have more interest in staying in the Brazil Phone Number Data organization, in addition to becoming more involved. It is also worth taking advantage of this moment to develop both technical and soft skills. Develop communication skills The first pillar of engagement is precisely to provide clear guidance to employees. And it's not by chance. Even if you develop actions based on the other three, if the professional does not know exactly what he is doing in the organization, he will probably not see the point in committing himself body and soul.
However, communication is a skill. There are people who have a natural talent, but the main thing is that it can and should be learned. Conversation circles, workshops and training for leaders are essential. But, as communication is always a two-way street, it will also be very productive to develop actions with employees. All of this, however, needs to be aligned with a coherent culture that truly respects professionals. Complete onboarding There is no better time to start acting strategically than when one or more employees join. Firstly, because this is the time when he will be most in need of guidance and will need to know how things work in the company. Secondly, because in this way the company is beginning to show itself as a place that has a culture of valuing employees and does not give this new talent room to collect negative impressions. Neither for himself nor for what other collaborators will say to him. Structure a mental health program A great way to promote engagement is to take care of the well-being and mental health of employees.
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發表於 2024-3-12 16:43:45