Kelly Felder

• Take feedback seriously. Engagement can suffer amongst employees who believe their suggestions are being ignored.

 

• Implement changes where it’s possible. This increases engagement by showing employees that management is listening to them.

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• Be transparent. The company should describe what changes are being made based on the survey. If changes are not feasible or practical, explain why employees’ feedback won’t result in action.

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• Be accountable. Tying engagement to performance metrics and including it on organizational dashboards will help ensure that engagement gets serious treatment throughout the organization.

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• Individuals should take Ownership, clarity and action. Individuals need to know what they want and what the organization needs, and then take action to achieve both.

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• Managers should engage in Coaching, relationships and dialogue. Managers must understand each individual’s talents, interests and needs and then match those with the organization’s objectives, while at the same time creating personal, trusting relationships. Furthermore, they need to discuss engagement often.

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• Executives should engage in Trust, communication and culture. Executives have to demonstrate consistency in words and actions, communicate a lot (and with a lot of depth), and align all business practices and behaviors throughout the organization to drive results and engagement.