Culture Change: Maybe HR Doesn’t Own It After All

At many companies, it’s common for the Human Resources department to think it owns culture change, and that may be true in many cases…but it turns out the HR team cannot succeed on its own. It needs help from the people who have the most impact on culture change at the company, and that’s the frontline managers. They’re often the only people who can successfully improve employee engagement, since they’re usually the ones who have the most contact with them. They see disengaged employees every day, and they have a chance to get them more engaged by changing the way they lead their teams. So, if you’re looking for culture change in your company, start by getting help from managers and senior leaders who have that power to improve employee engagement.

What Is Employee Engagement and How Does Culture Change Factor In?

Engagement means employees are committed to the goals of the company, and you can see it in both their attitude and their actions. Engaged employees don’t just grudgingly go to work to collect a paycheck. They’re actually interested in helping the company reach its full potential, which means they don’t dread going to work every day, and they’ll even often stay late at work without being asked-if it means working toward achieving the company’s goals. In other words, they’re all in!

Not surprisingly, improving employee engagement can offer rewards for everyone involved. Not only are engaged employees more likely to be satisfied at work, but they’re also much more likely to stay at the same job for years and less likely to call in sick. Additionally, improved employee engagement typically leads to increased customer satisfaction, better productivity, and improved profits. With benefits like these, you can see why improving employee engagement and culture change is a worthwhile goal for any business.

Which Approaches to Work, and Which Don’t?

Companies used to try to improve engagement by offering an array of perks, from a stocked fridge to ping pong in the office. But these days, that alone doesn’t cut it. Now employees don’t just want a job or even a career. They need a fulfilling experience that keeps their interest and allows them to feel a sense of purpose. On top of that, they want more recognition, flexibility when it comes to work hours and locations, and more autonomy over their role. If you’re not sure how to offer all that, you can use Jill’s advice on culture change in this webinar.

How Can You Get Started on Improving Employee Engagement?

According to Jill’s research, more than 70 percent of employees all over the world are disengaged at work. And yet, the research also shows that companies that have the best employee engagement perform better than other companies by 147 percent in earnings per share. So it makes sense to start working toward improving engagement for your employees, and you can do so when you learn Jill’s four simple principles for turning your disengaged employees into a high-performing, engaged team!

On November 7, 2018 at 9 am PST/12 pm EST, please join Jill Christensen from Jill Christensen International and Shelly Kramer from Broadsuite Media Group as they discuss employee engagement and culture change at the webinar. You can register here.

And as a special offer, you can get Jill’s book – If Not You, Who? Cracking the Code of Employee Disengagement -at a 25% discount with free shipping. You can order your discounted copy when you visit this link. Jill is donating $5 from every book purchase to the Salvation Army Hurricane Florence Relief Fund.


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