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Tuesday, March 22, 2011

How Engaged Are Your Employees? It's Up To Your Management

A new study released by the Chartered Institute of Personnel and Development in the UK reveals that employees take their queues to 'go the extra mile' from their management.

Obvious factors from management, such as feedback, praise and guidance were all elements that affect employee engagement - but the study went on to reveal that autonomy and empowerment from management also go a long way and the level of interest the manager shows in an employee.

This is a huge area for management to consider, given this article published by the Edmonton Journal which points to the Edmonton Research firm Psychometrics Canada where of 368 executives polled, nearly 70% found the level of employee engagement to be problematic. The study by Psychometrics can be read in full at this link.

Employers, you should look to CMS Management Consulting Services is in order to assess the level of engagement at work and what can be done to optimize it. In the mean time, here is an article regarding the Chartered Institute of Personnel and Development's study.

The extent to which managers provide guidance, feedback and the appropriate level of autonomy for staff is key to whether employees go the extra mile for their organization, according to research from the Chartered Institute of Personnel and Development (CIPD) in the United Kingdom.

"The central role of managers in boosting individual and organizational performance is well recognized…” said Ben Willmott, senior public policy adviser at CIPD. “But managers need more specific, tried-and-tested guidance on what they can do on a day-to-day basis to fulfill this key role well.”

The research asked employees what management behaviours supported them in focusing on what they do; feeling good about themselves in their role; and acting in a way that demonstrates commitment to their organization’s values and objectives.

The most frequently mentioned management competencies for supporting employee engagement were:
•reviewing and guiding
•feedback, praise and recognition
•autonomy and empowerment
•level of interest the manager shows in employees as individuals

"In today's tough economic environment, how managers manage is even more important in supporting employee commitment and motivation in the face of job cuts, pay freezes and cuts to training and development budgets," said Willmott.

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