Effective teamwork and communication is critical for employee engagement. When employees don’t feel heard, or when leaders can’t connect, productivity and moral decline. To reinvigorate your organization, companies need to take an active role in culture building by improving communication, collaboration and innovation. Get started TRACOM employee engagement training today.
People want to feel like they belong to something bigger, part of a team, part of a movement. We can’t overlook the importance of helping our employees to feel more engaged.
Research shows that when people feel like they’re being treated unfairly, are unappreciated, unheard, disrespected, and have unrealistic expectations and deadlines, they will be disengaged. The sources of these emotions can vary. Disengagement can arise within a non-versatile culture where people’s strengths and work preferences aren’t utilized, or it can fester within organizations where so much change is happening that cynicism among employees takes hold. In other instances, people become disengaged because they don’t have autonomy in their roles and aren’t given opportunities to contribute to their fullest, while others will become disengaged if they’re in an environment that is perceived as unfair. Most organizations aren’t afflicted by all of these sources of disengagement; instead they will focus on one or two.
While SOCIAL STYLE and Behavioral EQ can help all employees, they tend to focus on the influence that leaders have on teams’ engagement, while Resiliency and Agility focus on enhancing the engagement of all individuals. Together, these employee engagement training programs can help organizations foster engagement, otherwise they run the risk of having a disengaged, or even worse, an actively disengaged workforce. Research by Gallup indicates that people who are actively disengaged consciously undermine the organization by their behavior and attitude.
Many organizations are struggling to adjust to the changing competitive landscape and technological disruptions. And their people are struggling too. HR leaders and C-level executives all say that engagement is both important and directly related to performance. And organizations are investing in programs to support employees and try to improve engagement. Yet engagement rates remain extremely low.
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SOCIAL STYLE improves employee engagement by helping individuals and teams to understand how their Style and the Style of others impacts their potential to improve collaboration or create conflict.
SOCIAL STYLE employee engagement training helps people become aware of their own behavior and how they are perceived by others. They learn about their natural strengths and how this helps in teams. They also recognize their shortcomings and how these can impede their performance and effectiveness with other team members. Critically, they learn how to recognize the behavioral styles and strengths of other team members, and how to communicate with them in ways that lead to understanding and acceptance. This helps teams to be more effective and more collegial, which improves engagement.
Improving Versatility – the vital outcome of SOCIAL STYLE training – increases understanding and collaboration between people in ways that make working together more enjoyable and successful.
When individuals and teams learn how to improve the cycle of ideation to execution, they are empowered to create effective change and drive innovation from the “inside out.” Organizational Agility employee engagement training helps people overcome biases that interfere in creativity AND teach teams how to become more influential in driving change across the entire company.
Resilience is an essential part of a healthy and thriving team – it’s especially important for individuals and teams in high-stress or dynamic environments that are experiencing disruptive change.
Resiliency employee engagement training helps enhance engagement by showing people how to recognize and overcome their negativity bias. People learn a process of challenging their automatic negative thoughts, and then finding more productive ways to think and behave during difficult times. Instead of feeling paralyzed, people learn strategies to adapt and interpret events more realistically, which leads to empowerment and control over their thoughts and actions.
The course strengthens leaders, showing them how to find opportunities within uncertainty. Leaders are one of the main levers for employees; they can raise or lower engagement among their teams. Leaders learn to recognize and overcome their own negativity bias by changing their automatic thinking and finding ways they can contribute to their teams’ engagement and model it in their own behavior.
Emotional Intelligence is a crucial skill for leaders and employees to build connections with one another. It’s especially beneficial for leaders who need to motivate teams and model effective and empathic behavior.
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