Nov 27, 2015
People have always been willing to take one for the right team, but players get traded much more these days. With people moving between companies at a faster pace than ever before, it’s never been more important to create conditions that foster strong collaboration.Scroll Down
The New Rules of Engagement℠ are, put simply, a diagnostic tool. They act as levers to help managers with improving the commitment and performance of their employees and give managers the ability to look at employee engagement in a different way, conducive to the conditions of today’s dynamic workforce.
In the first segment of this series, we talked about how to build a foundation to drive commitment and performance among employees. See our last post of the next segment, driving commitment and performance here.
People have always been willing to take one for the right team, but players get traded much more these days. With people moving between companies at a faster pace than ever before, it’s never been more important to create conditions that foster strong collaboration.
In order for employees to feel they are a part of a team, they need to be able to say:
Data from a recent (2014) survey BI WORLDWIDE conducted shows that in Canada, ‘Unite them’ is ordered 9th most important in driving commitment among employees and 7th of the 12 rules in driving performance.
The majority of respondents agree with the statements: There is a strong sense of teamwork at my job, I get to work with a lot of talented people, AND I have many strong working relationships at my job.
It seems Canadian employees are already reasonably united.
The New Rules of Engagement are the subject of a book called Widgets: The 12 New Rules for Managing Your Employees As If They’re Real People, written by New York Times bestselling author, Rodd Wagner.
To learn more about how we can help your company with employee engagement or the New Rules of Engagement survey, we welcome you to get in touch at: email@example.com.
If you are new to BI WORLDWIDE Canada’s perspective on employee engagement, check out our first post of this series here.