Career Magazine

10 C’s of Employee Engagement

Posted on the 05 January 2015 by Hr Success Guide @HRSuccessGuide

10 C’s of Employee Engagement

   Author: Marie Zutshi

1)   CONNECT: A direct reflection of how employees feel about their relationship with the immediate boss. Early in my professional life I learned a lesson that when you are people leaders, your job is to focus on developing your staff and harness their potential. If they grow, you shall automatically grow. However, whenever in large gathering I ask a question, is your manager more interested in his career or yours? The answer is "HIS OWN".  Managers / leaders must learn to inculcate the sense that employee growth and capability building is at the forefront of their mindset which will enable not only employee growth, however, their own as well.
2)   CAREER: Leaders should provide challenging and meaningful work with opportunities for career advancement. Employees do look forward to sense of career direction both from short and long term perspective.
3)   CLARITY: Leaders must communicate a clear vision. Success in life and organizations is, to a great extent, determined by how clear individuals are about their goals and what they really want to achieve.
4)   CONVEY: Leaders clarify their expectations about employees and provide feedback on their functioning in the organization. It is imperative that leaders / managers sharpen the art of giving developmental feedback.
5)   CONGRATULATE: Exceptional leaders give recognition, and they do so a lot; they not only coach and convey, however, tend to catch people doing right things and appreciate them.
6)   CONTRIBUTE: People want to know that their input matters and that they are contributing to the organization's success in a meaningful way.
7)   CONTROL: Employees value control over the flow and pace of their jobs and leaders can create opportunities for employees to exercise this control.
8)   COLLBORATE: Studies show that, when employees work in teams and have the trust and cooperation of their team members, they outperform individuals and teams which lack good relationships.
9)   CREDITABILITY: Leaders should strive to maintain a company’s reputation and demonstrate high ethical standards that lead them to command the respect of their staff.
10)   CONFIDENCE: Good leaders help create confidence in a company by demonstrating high performance standards.  While they do so, they also help build the confidence of their employees by creating a culture where employee capability building, employee growth and growth from within remains at the center stage of their mindset.
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