Closing the Engagement Gap

Closing the Engagement Gap

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Expert advice and examples show how managers can inspire high levels of commitment When people are truly engaged in their work they give more a€œdiscretionary efforta€ and make a huge difference to their company. They ask, a€œWhata€™s in it for us?a€ instead of a€œWhata€™s in it for me?a€ Yet an engaged workforce is as rare as it is valuable. A groundbreaking global study, led by Julie Gebauer and Don Lowman of Towers Perrin, shows that most people are not engaged and dona€™t contribute as much value as they could. Not because theya€™re inherently lazy or apathetic, but because their companies and managers dona€™t know how to draw out the best from them. For instance, while pay and benefits are critical in attracting talent to a company, they have little effect on engagement. Instead, there are five proven ways to engage employees, including: Grow them by helping them develop skills and Knowledge Involve them by asking for input and delegating Authority Reward them with recognition and advancement Opportunities Using real world examples, the authors show that consistently better engagement really is possible and can deliver a huge impact to the bottom line.Second, I have to give people invigorating things to do; they have to feel good and challenged about how they spend their ... North Shore-LIJa#39;s chief Michael Dowling often prefers to meet with union members without his executive entourage.

Title:Closing the Engagement Gap
Author:Julie Gebauer, Don Lowman
Publisher:Penguin - 2008-12-26


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