10 Practical Employee Engagement Steps that Drive Results

10 Practical Employee Engagement Steps that Drive Results10 Practical Employee Engagement Steps that Drive Results10 Practical Employee Engagement Steps that Drive Results Kelleher, author of LOUDER THAN WORDS 10 Practical Employee Engagement Steps That Drive ResultsAn important tool that I useto help firms identify their employment brandis an employee engagement survey based on the 10 steps of engagement listed below. These steps will help you determine why people work for your company. This becomes important intelligence as you create your employment brand.1. Link your engagement efforts to high performanceEmployee engagementis not about employee satisfaction. The last thing you should want is a team of satisfied but underperforming employees.2. Employee engagement starts at the topMost studies show that a key employee engagementdriver is the actions of senior leaders. Leaders must demonstrate support for an engaged company culture by personally living their companys values.3. Enga ge first-line leaders The old adage, employees join great companies, but quit bad bossesis true.4. Focus on communication, the cornerstone of engagement Successful leaders recognize the power of a robust communication plan, one built on clarity, consistency, and transparency.5. Individualize your engagement Your philosophy should go beyond treat people they way you want to be treated the new mantra is treat people the way they want to be treated.6. Create a motivational cultureLeaders cannot motivate employeeslong-term. Leaders must create motivational cultures with an engaged workforcewhere employees can flourish and motivate each other.7. Create feedback mechanismsCompanies need to ask employees what they think employee engagement surveys are a great tool to assess an organizations pulse.8. Reinforce and reward the right behaviorsEmployees are incredibly motivated by achievement, not money. Money can disengage if employees perceive unfairness.9. Track and communicate progress Empl oyees are no different than leadership they both want to work for a winning organization. Leaders need to reinforce line of sight by telling their employees where theyre going, how theyre performing, and where they fit in.10. Hire and promote the right behaviors and traits for your culture Although we distribution policy much emphasis on ones educational background and skills, people generally succeed or fail because of their behaviors and traits (remember that soft skills count.)Next Why Employer Branding Matters Now More than EverAuthor BioBob Kelleher is the author of the critically acclaimed book, Louder Than Words 10 Practical Employee Engagement Steps that Drive Resultsand is an award winning speaker and consultant. Bob is also the CEO of The Employee Engagement Group, a leader in providing proven and practical services and tools to leadership teams across the globe to help them better engage their employees and drive profitable growth.

Demoted at Work (Tables)

Demoted at Work (Tables)Demoted at Work (Tables)DEMOTED AT WORKHas an employee ever been demoted at your company? COMPANY SIZE20-49 employees50-99 employees100-249 employees250-499 employees500-999 employees1,000+ employeesYes42%45%54%48%77%91%No58%55%46%52%23%9%Have you ever been demoted?GENDER MALEGENDER FEMALEAGE 18-34AGE 35-54AGE 55+Yes 19%7%22%10%3%No81%93%78%90%97%What did you do in response to the demotion?GENDER MALEGENDER FEMALEAGE 18-34AGE 35-54AGE 55+Quit my job55%40%64%34%0%Tried to handle the news as gracefully as possible50%49%58%35%43%Got upset and lost interest in work49%41%57%30%12%Focused on excelling in the new position42%37%38%42%79%(Respondents who said they have been demoted. Multiple responses allowed.)

15 Jobs With The Largest Gender Pay Gaps

15 Jobs With The Largest Gender Pay Gaps15 Jobs With The Largest Gender Pay Gaps Though progress has been made to shrink the gender pay eu-agrarpolitik , significant issues still exist. While the overall unadjusted pay gap between men and women in the U.S. is 21.4 percent, meaning women earn, on average, $0.79 for every $1.00 men earn , some professions have far more disparate gaps.The pay gap can be divided into what can be explained due to differences in worker characteristics (e.g., age, education, etc.) and what remains unexplained, and may be attributed to factors such as workplace bias (whether intentional or not), negotiation gaps between men and women and/or other unobserved worker characteristics.One of the most significant factors contributing to the pay gap is the industry and jobs that men and women sort themselves into, also known as occupational sorting. As such,the adjusted gender pay gap is the largest for pilots (26.6 percent), chefs (24.6 percent ) and C-suite professionals (e.g., chief executive officer, chief financial officer 24.0 percent). Glassdoors Economic Research team took a look at the top 15 occupations in the U.S. with the largest adjusted gender pay gap. Your job may be one of these, in which case, you should be proactive about speaking to your employer and presenting research as to why you should be paid fairly. We still have a long way to go to make equal pay a reality for all Americans, but the first step is identifying where we still have problems and addressing them head on.Here are the jobs with the largest gender pay gaps.Source Glassdoor Economic Research (Glassdoor.com/research)