When people are truly engaged in their work, they give more effort and make a difference to their company. Gebauer and Lowman offer expert advice and real-world examples to show how managers can inspire high levels of commitment. Expert advice and examples show how managers can inspire high levels of commitment
When people are truly engaged in their work they give more "discretionary effort" and make a huge difference to their company. They ask, "What's in it for us?" instead of "What's in it for me?" 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 don't contribute as much value as they could. Not because they're inherently lazy or apathetic, but because their companies and managers don'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.
Publishers Weekly,Gebauer and Lowman, of the professional services firm Towers Perrin, explore the benefits companies reap when they engage their employees. The authors argue that the most important thing an organization can do is successfully unleash employees' full potential, yet most employers fail to do so; four out of five workers worldwide are not delivering all of their abilities. Based on exhaustive research of global data, Gebauer and Lowman show that engaged employees connect with a company at three levels-the rational, emotional and motivational-and these connections result in a willingness to surpass expectations. They also explore what drives employee engagement and how to convert the enrolled and enlist the disenchanted. With fresh examples from Campbell Soup, Honeywell International and MGM Grand Hotel and Casino, the authors provide tools organizations can utilize. This timely and convincing argument breaks new ground and is a must-read for the HR department, managers and executives at every level. (Jan.) (c) Copyright PWxyz, LLC. All rights reserved
