• http://twitter.com/KareAnderson Kare Anderson

    7. Trust and support them in becoming ambassadors of your company brand and thus their own. Perhaps the biggest missed opportunity for any organization is to train and encourage employees to become avid, adept, credible and articulate in engaging customers, prospects and peers inside and outside the “walls” of the organization. The company can thus seize more opportunities, solve problems sooner, speed innovation, boost esprit de corps — and hone and keep top talent

  • Michelle M. Smith

    Excellent addition to the list, Kare – thank you! Besides all the benefits you’ve mentioned, research has linked the level of employee engagement directly to the level of customer engagement, loyalty, and spend. So helping employees become brand ambassadors, as you suggest, isn’t just the right thing to do but it’s also a very smart business decision.

  • Maher Massoud

    If I may add one Michelle.

    8. Credibility – Managers / Employers need to upholding high ethical and professional standards and treat their employees accordingly. Employees need to know they can trust their Manager / Employer while feeling proud of their achievements and performance. Individual achievements combined with Employer credibility creates new new opportunities for employee and employer.

  • http://twitter.com/LovigSteve Steve Lovig

    Nice piece Michelle. My concern is the recent tilt to this employee engagement discussion – that HR is responsible for ensuring it happens. While HR can *help*, It must come from ALL sections of an organization, and be encouraged and promoted by every leader in the company. When we give employees dignified work, compensate them fairly for their time and skills, and speak with them as *people* and not *resources*, we ALL win.

  • http://www.sweetrush.com/ Catherine Davis

    Great article Michelle! As a manager/employer, you need to trust and support high-potential employees. Over the years, I have seen managers become
    threatened by high-potential employees that were say 20 years younger. It is
    the manager’s fear and insecurity that this person will “take my job away from me” or
    “make my work look bad in comparison”. In fact the opposite is
    true. Mentoring and encouraging such individuals only makes you more successful and
    makes your team strong. How can we go wrong when we encourage others/the next

    -Catherine Davis, ID Practice Lead for SweetRush

  • http://www.cultureamp.com/ Jonathan Williams

    We gathered some data on exactly this recently (See http://blog.cultureamp.com/do-you-have-confidence-in-your-leaders) – As the literature already suggests, pay was a poor motivator of engagement. However, in our “New Tech” benchmark, leadership was a very strong indicator of engagement.

    • Michelle Smith

      Thanks for the link, Jonathan. More and more data is continuing to validate the impact of leadership on employee engagament – across all industries!