Employee Recognition & Engagement Resources

When we examine what it means to truly engage every employee, everything starts with communication and as the old adage goes, “Communication is key.” Leadership is tasked with making sure the values and vision of the organization are known by its employees. They are also responsible for making sure that employees who are engaged and in tune with company initiatives are recognized and rewarded for their efforts and leadership on a consistent basis. 

The challenge, yet the beauty, of a workforce that is chock full of diverse personalities is finding a way to equally engage employees, no matter their core motivation. I, myself, am a creative, and engaging a creative employee, like me, is different than team members in other departments within C.A. Short Company. I enjoy unleashing creativity to solve problems, I thrive on executing out of the box, yet successful marketing campaigns, and I enjoy sharing my passion and enthusiasm to engage my team. 

We have spent ample time talking about how to engage your employees in the workplace, and we've proven that employee engagement is a key measurement tool of an organization's overall health and performance, as well as a vital contributor to the success of your organizational goals. But, what does a rise in the level of employee engagement mean for your organization in the grand scheme of the business community? Enter the Engaged Company Stock Index.

With increasing health concerns and rising insurance premiums, employers are being asked to find solutions to help consolidate healthcare related costs. Many organizations have begun to include wellness programs into organizational strategies. Used as a tool to increase awareness of employee health and wellness concerns, these type of programs encourage healthy lifestyle changes such as exercise, smoking cessation, and healthy food choices. This raised awareness allows employees to make positive behavior modification that affect preventable health conditions. By incorporating wellness programs into an organization's overall employee engagement strategy, companies are able to promote work-life integration, recognize employees who make positive and healthy lifestyle changes, and ultimately increase the bottom line.

The principles of Enterprise Engagement have not only changed the face of the organizations that implement its methodology but has also transformed countless industries, too. No longer does engagement fall solely on the shoulders of Human Resources professionals; it has grown into a career path all its own. Organizations that are consistently ranked on Fortune’s Top 100 Best Companies to Work For have made it a priority to engrain employee engagement into their culture.

The food processing industry is unique, not only because is it regulated by OSHA, but it's also regulated by either the FDA or the USDA. Therefore, it is crucial for employees to know and understand what guidelines must be followed in order to run a safe and productive business.

Engage Employees with 7 Key Ingredients

With this in mind, and using Recognition Professionals International (RPI) 7 Best Practice Standards, I have assembled a recipe of success of how to implement an effective employee engagement program that creates a positive atmosphere and aligns with company goals. 

Have you noticed that many current reads, such as white papers, articles, and books, refer directly to emotion? It's not an accident; it's the framework of a movement regarding organizational employee engagement.You have probably come across terms like 'emotional paycheck', engagement, emotional bonding, and the importance of incorporating them into the workplace. The concept is pretty cut and dry - make a conscious effort to support, recognize, and encourage your employees, which will in turn translate to increased business outcomes. What is not as cut and dry is developing the intricacies of the engagement strategy. This is where the idea of Enterprise Engagement comes into play.

Do you rely on managers and leaders to form their own company culture, or does HR or even your employees carry that responsibility? The bigger question is what is the difference between a manager and a leader? Aren’t they the same thing? These two words are commonly interchanged in error, but their meanings are entirely different.  People follow managers because of their authority, but people follow leaders because of the connection they have to people. When considering employee engagement, managers engage 3 out of 10 people in contrast to leaders who engage 8 out of 10 people.

The demand for qualified Registered Nurses and Healthcare Professionals continues to grow due to expanding healthcare needs of aging Baby Boomers. A new generation of RNs is entering the workforce every day, bringing new ideas, technologies, and ways of incorporating their newly acquired skills. While this is an amazing advantage that can only bring positive change to the industry, some seasoned staff can begin to feel as though their many years of experience are now unappreciated.