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2 min read

Why Work is Actually Personal?

Although a lot of people claim that work is merely business, it is actually very personal. How we feel about our work and the company we work for actually affect our performance, productivity, creativity and overall happiness a great deal. When our feelings for our work and our companies go beyond satisfaction, we feel more engaged and inspired, and therefore, committed and dedicated.

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Work is personal. Engagement occurs when we feel an emotional connection to our jobs, to the company we work for, and to the goals the said organization has set for itself and its employees.

It is, therefore, important to measure employee engagement and to determine why it is important since this engagement can result in the collaboration of ideas that consequently improve work processes and business outcomes, support staff members in feeling empowered to come up with solutions that are innovative, and charge employees with positive energy which then makes them more productive.

What Employees Want Out of their Work

Employees have been found to want three things from their work, namely:

1. A purpose 

Inspire your employees with a worthy cause. Make them feel valued, and support them in realizing that their work and their efforts matter. Instead of drudging out long-winded meetings that could potentially be emotionally draining, touch base with them from time to time. Use group chats and project management tools to communicate with them regarding how projects are going and how each one is contributing to the projects.

Your employees have their own career goals, as well as goals they have set for themselves in their work with you. When their goals meet and coincide with the goals of the company, make sure that these objectives are relevant to each other. Make sure that the goals of everyone in the company are connected to the objectives of the company as a whole. When purposes are the same, the path towards success is much easier to tread.

2. A meaningful vision of the future 

Everyone wants to have a vision of the future and be able to see how they fit into that picture. People only truly learn, make an effort and change when they are able to link up their personal vision for themselves and their work with the vision of the company as a whole. Companies lose staff members when they are unable to fit their workers’ personal visions with the vision of the company.

3. Great relationships in the workplace 

The bonds people form in the workplace are extremely important when it comes to communication and maintaining effectivity and efficiency in the workplace. When people get along, they work better together. When friction is avoided and prevented, people are much happier with the team they work with.

Make sure to get to know your staff members by not only being transparent with them when it comes to information, but also through genuinely listening to them and allowing them to speak their minds. Instead of dictating and simply giving orders, seek their input and welcome their ideas. There is nothing like cooperation that stems from leadership through collaboration.

By making sure to measure employee engagement and monitoring their dedication, it is fairly more manageable to monitor the mentioned three components. Make sure to pinpoint which of the above factors you are weakest in so that you are able to improve on it. Remember that you will only truly get commitment from your employees if you are committed to them yourself.

The Question to Ask to Determine Engagement

Knowing the mentioned factors that affect engagement, it is then important to measure employee engagement.

As an initial effort, instead of asking your staff members if they are satisfied with their jobs as well as the benefits that go with their work, go directly to the question you want to ask: ask them what you need to do in order to keep them. Often, this question is only asked when workers are already handing over their two weeks’ notice. Instead of waiting for this to occur, be proactive and measure employee engagement by asking this in your next employee survey.

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