Your Emotions And Actions Affect Employee Engagement

How do you feel? Do you believe your emotions and actions affect employee engagement?

Traditionally, showing your emotions at work was considered unprofessional. Thankfully things are changing and because of this so is the potential for increased employee engagement and productivity. Everyday more research comes out that demonstrates emotions like emotional empathy and compassion are powerful assets… not liabilities.Screen Shot 2014-12-04 at 5.59.57 PM

Organizations Benefit From Employee Engagement

Emotions drive greater employee engagement and a long list of benefits. For example, Gallup research recently published finding that highly engaged employees far outperform employees with low engagement by:

  • 10% on customer ratings
  • 22% in profitability
  • 21% in productivity

Gallup researchers also saw:

  • Significantly lower employee turnover (25% in high-turnover organizations, 65% in low-turnover organizations)
  • 28% less shrinkage
  • 37% less absenteeism
  • 48% fewer safety incidents
  • 41% fewer quality defects

Gallup Study Reference: http://www.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx

What Is Employee Engagement?

I believe “Employee engagement is the emotional and professional commitment an employee has to add value to his or her organization, team members, clients/customers, environment and self. Engaged employees intentionally ‘lean into’ this symbiotic relationship.” Bruce Mayhew

How Does Employee Engagement Happen?

Employees may start off as keen or driven… but they remain engaged because the organization and their leaders/mentors create a safe, encouraging space that helps them use and develop their core competencies. One of the primary responsibilities of a leader/mentor is to manage the emotional well-being, energy and motivation of their employees.

Leaders/mentors also remind employees of the company mission, vision and values which helps them stay focused and make productive, smart decisions (which is especially important for Gen Z and Millennials).

Clearly, emotional intelligence (EI), plays a huge part creating the leadership and infrastructure that will support employee engagement. This also means that all levels of an organization are required to teach, support and reward employee engagement (Top down & Bottom up).

Conclusion

Leaders are valuable when they increased productivity, revenue and brand while decreasing or maintaining costs. The best way to do this is to hire and keep the best employees and help them deliver their best work.

Demonstrating emotional intelligence (EI) means recognizing, understanding and managing your emotions, and therefore [positively] impacting, encouraging and empowering the people around you.

How much would you spend on a marketing campaign that would increase your customer ratings by 10%, increase profitability by 22% and lower turnover by 25%-65%? Or, perhaps the question is, “Is this a good time to invest in your leaders/mentors?” 

Happy communicating and employee engagement.

Empathy Reference: Three Kinds of Empathy: Cognitive, Emotional, Compassionate by Daniel Goleman

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Bruce Mayhew Consulting facilitates courses including Email Etiquette, Managing Difficult Conversations, Multigenerational Training, Time Management and Mindfulness.

Find answers to your Professional Development questions / needs at brucemayhewconsulting.com.

Give us a call at 416 617 0462. We’ll listen.

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About Bruce Mayhew
Bruce Mayhew is a Leadership Coach, Keynote Speaker and Corporate Trainer who builds strong client and co-worker relationships that give clients a competitive advantage. Our training and development programs include: ■Generational Differences ■Effective Business Email Writing ■Email Etiquette ■Phone Etiquette ■Behaviour Event Interviewing (BEI) ■Mindfulness ■Using Linkedin to Build Client Relationships ■Objective Setting Made Easy

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