It has become a major topic to increase employee engagement throughout the whole organization. However, the way to accomplish it seems to be puzzling. It cannot be achieved through a mechanical approach. What we know for sure is that it requires company’s employees to have intrinsic motivation and a work environment where they are motivated to offer more of their full capability and potential. Immediate leaders have the most influence on this environment, creating those conditions that encourage engagement to grow.
Therefore the aim of this programme is to increase the awareness of high- and mid-level leaders of their importance, power and responsibility in creating this environment for their direct reports and also to equip and enable them with the appropriate leadership tools and practical approaches.
We build on the 5 elements of the MAGIC model, which explores how to increase motivation and engagement using 5 notions; Meaning, Autonomy, Growth, Impact and Connection. The leaders will also learn the phases of the Employee Journey and how to approach the needs and concerns of company’s employees in the various stages.
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Over the past period, remote work and online communication have become the new routine in the lives of many teams. This virtual distance brought a new set of challenges not only in how to successfully operate, but also in how to maintain team spirit, the feeling of togetherness, and improve collaboration&communication.
We are living in a world of digital revolution. Organizations, teams and people are connected more than ever before. We can love or hate the changes the technological explosion is generating in our life, but avoiding them is impossible.
If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
Many leaders assume engagement is a task for top management and HR. But is engagement something that you can only influence from the top? What is the responsibility and opportunity of direct supervisors, middle management, and even employees in enhancing engagement?
All of us are parts of different teams, and our success is highly determined by the members of these teams. Our specific Insights-based program focuses not only on development of the individuals, but also on the common development of the team.
Why is it that people with similar abilities, under similar circumstances provide different performance? What is the reason why some people with the same knowledge and preparedness can’t develop, while some can demonstrate continuously improving performance?
Adapt quickly to an ever-changing environment. Find solutions to problems you’ve never encountered before. Promote self-organizing, multifunctional teams. Foster innovaton and creativity. Keep striving for excellence”- Do these expectations seem familiar to you?
More and more people use digital tools and solutions for work and for all aspects of life. How well are we really aware of the opportunities digital technologies offer? How consciously do we select digital tools to become more successful in our work?
Employer branding is often misinterpreted; it is neither Recruitment Marketing nor just the communication as an employer, but the conscious process of positioning and promoting an organization as the employer of choice to a desired target group. One that a company needs and wants to recruit and retain.