believes inGanization and can identify with your vision and core values
Posted: Tue Jan 07, 2025 6:52 am
Before I go into the role of 'online' it is good to establish how you can recognize an engaged employee. Research shows that an engaged employee:
can and wants to influence policy
develops itself
has social contacts with colleagues
shares and communicates
ilovemyjobOf course, not every employee will be aware of this, have the specific need to develop themselves or to interfere with the course of your company. Companies with a traditional culture will also pay less attention to this. But if you, as an employer, facilitate and support employees in the above behavior, they will naturally feel more involved and will be less likely to look for another challenge.
Role of 'online'
There are many ways to facilitate, support and appreciate employees. In a material sense and on a personal level. You can think of an Arbo-approved ergonomic office chair in the office or an extensive range of courses, but also of a personal pat on the back or optimal access to documents for home workers. What is immediately noticeable in the definition of an involved employee is that there is absolutely no financial component: you do not involve an employee in your organization by nepal phone data only giving him a higher salary or bonus!
Online tools and communication are basically supportive. Facilities such as 'the cloud', which allows you to access your mail, agenda and documents anytime and anywhere, and 'wifi', which enables your employees and visitors to always use wireless internet on their own smartphone, laptop or tablet, make work a lot more flexible.
If these basic facilities are in order, you can start looking at how you can facilitate your employee online to develop themselves, communicate, share, etc. You will then come more into the corner of specific online tooling (see figure 1). Employees who are facilitated online by the use of e-learning (for personal development) or a social intranet (for communication) are more involved. Research has shown that organizations that use blogs, wikis and other social networking tools see an annual improvement of 18% in their employee involvement, compared to 1% for organizations that do not use these tools.
can and wants to influence policy
develops itself
has social contacts with colleagues
shares and communicates
ilovemyjobOf course, not every employee will be aware of this, have the specific need to develop themselves or to interfere with the course of your company. Companies with a traditional culture will also pay less attention to this. But if you, as an employer, facilitate and support employees in the above behavior, they will naturally feel more involved and will be less likely to look for another challenge.
Role of 'online'
There are many ways to facilitate, support and appreciate employees. In a material sense and on a personal level. You can think of an Arbo-approved ergonomic office chair in the office or an extensive range of courses, but also of a personal pat on the back or optimal access to documents for home workers. What is immediately noticeable in the definition of an involved employee is that there is absolutely no financial component: you do not involve an employee in your organization by nepal phone data only giving him a higher salary or bonus!
Online tools and communication are basically supportive. Facilities such as 'the cloud', which allows you to access your mail, agenda and documents anytime and anywhere, and 'wifi', which enables your employees and visitors to always use wireless internet on their own smartphone, laptop or tablet, make work a lot more flexible.
If these basic facilities are in order, you can start looking at how you can facilitate your employee online to develop themselves, communicate, share, etc. You will then come more into the corner of specific online tooling (see figure 1). Employees who are facilitated online by the use of e-learning (for personal development) or a social intranet (for communication) are more involved. Research has shown that organizations that use blogs, wikis and other social networking tools see an annual improvement of 18% in their employee involvement, compared to 1% for organizations that do not use these tools.