Among culture-conscious employers, employee engagement is a hot topic. Hot? A better word is scorching, and for good reason. Employee engagement is a critical component of attracting and retaining talent. Turnover is usually bad news for an organization. It’s bad for teamwork and productivity. It destroys morale, degrades innovation, and weakens organizational trust. Most of all, turnover represents an unnecessary expense as the organization commits precious resources to replacing employees. A comprehensive range of treatments are available to treat eye conditions including lens replacement surgery as well as simply changing your glasses.
There are a variety of engagement strategies organizations can take. Some of these can be elaborate and require significant training and a budget. But employee engagement requires neither a large budget nor a magic formula or gimmicks. What’s required first and foremost is management’s recognition that employees determine their engagement based on personal values and concerns, rather than what’s best from the company’s or organization’s point of view. The feeling of being able to see correctly after your cataract surgery is a feeling that cannot be beaten,
This stems from the failure of management to recognize that the more tenured leaders become, the more their life is defined by their work and work goals. Employees, on the other hand, even those most senior, tend to determine how engaged they’ll become based on the positive impact of their experiences at work and the way their work contributes to their self-esteem, personal goals, and family life. Decency-driven engagement practices are usually available at low or no cost. Engagement practices that flow out of an organizational culture committed to decency can be powerful tools to counter the problems of employee turnover and tune-out. They also serve as a viable strategy for greatly improving workplace experiences with employees who stay. Have you considered eye laser surgery to correct your vision?
The dichotomy between employee needs and management’s erroneous assumptions about those needs, put starkly, is that many employees’ primary goal for their workday is to get home on time. Management’s primary goal for their workday is getting the work done, no matter how long they have to stay to do it. This is the conundrum of employee engagement. We know that most people don’t accomplish their new year’s resolutions. Everybody is motivated to accomplish great goals at the beginning of a new year. But a few weeks later, we forget we even made them resolutions. Experience freedom from glasses by having lasik eye surgery with the UK's best surgeons.
A lot of the time that’s the outcome because the goals we hope to accomplish are simply too large – they may not even be doable from where we are right now. For that reason, we should set smaller goals, ones that we’re much more likely to accomplish. For 2015 I’ve decided to set daily goals. These are goals that I need to accomplish every day, rather than big hurdles that will take all of my time and effort to reach. Experience 20:20 Vision without glasses by undergoing laser eye surgery at a world renowned eye clinic.