employee-engagement

/ employee-engagement

Receiving feedback – next step #5

Step 5, say thank you.  We need to thank the people who provided feedback on our 360 degree feedback survey. We need to tell them how much we value their feedback and how much we appreciate the time they took to give us the feedback.

Receiving feedback – next step #4

Step 4 in our process involves sitting down with your manager and discussing where you are now with your leadership and where you want to be.  Take them through your report. Highlight the strengths you identified in step 1 and how you intend to leverage them going..

Receiving feedback – next step #3

Step 1 we identified our strengths

Receiving feedback – next step #2

In step 1 we took time to reflect and identify our strengths.  Now it's time to move onto the next step, identify the gaps.

Receiving feedback - next step #1

What you do with the data from your 360 degree feedback report is pivotal in your leadership development.  The data will remain just that, data, unless you do something with it.

The six ingredients that make a highly motivated team

To ensure that goals and visions are achieved and that team members attain maximum productivity, it is critical that you keep your team motivated.

5 steps to employee engagement when skill coaching

Maintaining employee engagement is important no matter what you are trying to achieve in a business, and it is especially important when you are a leader trying to increase your employee’s skill set.

Employee Involvement

It is crucial to your organisations productivity that employee involvement is present as it promotes commitment and ownership. It also creates an environment that encourages employee loyalty and motivation and will determine their productivity and success rate.

The Principals of Employee Engagement

In an ideal workplace, the working environment would be full of happy, contributing, productive and empowered employees. You would keep them informed, include them in decisions and trust them to do the right thing.