On today’s episode we are talking about how every leader can influence a company’s employee engagement.
Paul ter Wal is a seasoned consultant, speaker, author, and founder of ANDARE (now Ter Wal Beheer BV). His journey has evolved from sick leave reduction to transforming company culture, amplition, and engagement. Pioneering "Value-to-Profit," he aligns core values with employees' essentials for heightened profitability. His approach empowers organizations to implement innovative engagement, vitality, and sick leave strategies, guided by the 7 keys of Talent Management Engagement as ROI.
Paul is a guest lecturer at Maastricht University, Masters Work, Health and Career and is registered as a Certified Speaking Professional (CSP) with the organisation Professional Speakers Australia and a Fellow (FPSA) with the Professional Speaking Association in Great Britain and Ireland.
Key Takeaways:
• Global Engagement: Workforce engagement levels vary globally. About 15% of employees worldwide are fully engaged, with differences in engagement seen across regions like Europe, South Asia, the US, and Canada.
• Generational Impact: Generational differences influence work attitudes. Older generations valued duty, while younger ones prioritize personal fulfillment. Leaders must adapt to these shifts when motivating and engaging their teams.
• Evolving Leadership: Leaders now facilitate and support teams rather than simply excelling individually. Many leaders promoted for skills lack vital leadership abilities needed for effective team engagement.
• ABC of Engagement: Autonomy, Belonging, and Competencies drive engagement. Leaders should offer decision-making autonomy, create belongingness, and foster skill development.
• Non-Negotiable Values: Organizations need core values that guide purpose. Hiring should align with these values, promoting belongingness and engagement.
• Leaders' Vital Role: Effective leadership involves understanding each team member's strengths, nurturing development, aligning personal and organizational purposes, and ensuring open communication.
• Personalized Conversations: Engaging conversations with both high and underperforming employees offer insights for better team dynamics and performance. Informal settings encourage candid exchanges.
• Effective Communication: Open and active communication builds trust. Relaxed settings like walking meetings enable honest discussions.
• Recognition and Feedback: Recognizing achievements and offering feedback drive engagement. Positive feedback sessions focusing on strengths encourage growth ownership.
Top 3 Takeaways:
1. Stop talking about human resources. Nowadays we talk about human beings.
2. Change negative issues into a positive approach.
3. Take your position as a leader seriously because you’re there to support and facilitate employees.
How to connect with Paul:
KZitem: / @paulterwal
LinkedIn: / paulterwal
Негізгі бет Corporate CPR Episode 91: How Every Leader Can Influence a Company's Employee Engagement
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