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Increasing employee engagement. Did you know that there is nothing more damaging to employee morale than asking employees for their thoughts and opinions on an issue and then failing to take any action based on their input? It is vital that employees understand that steps are being taken to improve employee engagement as a result of their responses.
Are you and senior leaders creating a corporate culture built on shared values, trust and empowerment, valuing diversity and teamwork As the economy continues to improve, organisations with active employee engagement programs in place will prosper. The time is now for CEOs to ask HR and talent management professionals to do more about helping everyone achieve their maximum level of potential and satisfaction. Assess and improve employee engagement to re-energise and re-engage their people to continue to attain both personal and professional success with the organisation.
Εmployees who are happy in their work are more likely to create loyal customers. Engaged employees tend to have a better understanding of how to meet customer needs and, as a result, customer loyalty tends to be better in organizations where the employees are engaged
Engagement affects employee performance. ‘Engaged employees work harder, are more loyal and are more likely to go the ‘extra mile’ for the corporation’. Εngagement is an ‘illusive force’ that motivates an individual to achieve higher levels of performance. Τhe most engaged and committed perform 20 per cent better than their colleagues. Ηigh levels of engagement at work support employees in ‘taking initiative and pursuing learning goals.
If you could imagine that you can wave a magic wand and make your future perfect in every way what would, that be? Think about it and your answer will help you lead, regulate your actions and develop your near perfect life. Of course, if you need a personal coach ask for it!
If leaders are emotionally unstable, then they can not perform, and they can create great problems for their team on productivity and performance. But even if they are emotionally healthy, and they cannot be trusted enough then engagement and execution go on thin air. So what comes first? Do a trust analysis and assessment to identify strengths and build more on them, identify weakness and shape them up to more trust disciplines and competencies. Then you will see positive results flowing in the organisation.
Nicos Paschali, International Author, Designer & Facilitator of Learning Workshops. Mental Discipline Coach. 
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