The Challenge of Library Management: Leading with Emotional Engagement

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Business Planning and Entrepreneurship: An Accounting Approach Cataloging correctly for kids: an introduction to the tools. Sheila I. Intner, Joanna F. Research shows us that the relationships an employee cultivates with their co-workers and supervisors has a direct influencer on their psychological sense of meaningfulness at work.

This sense of personal meaningfulness and contributing to a team is crucial to foster employee engagement and motivation in the workplace. Two out of five employees feel that relationships with their co-workers are very important to their satisfactions, studies have shown.

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Encourage company practices that see workers regularly interacting and working with each other: this creates a sense of community and shared purpose. These can include daily routines like standups with team members, messaging platforms like Slack and Trello that encourage cross-team communication, to company events like bootcamps and getaways. Take a holistic approach that acknowledges the importance of social responsibility in the workplace, and in life.

Della Wolfe of business management consultancy service The Curve Group says empowering employees to engage with charitable activities at work is a great way to improve employee retention. Of the top three factors that contribute to employee engagement is the opportunity to contribute to the success of the organisation, according to a study on employee engagement conducted by the Penna Institute.

In the study, close to half the respondents said that the opportunity to contribute to the success of the organisation created a positive work experience that led to personal development and satisfaction in their role. One of the most powerful tools for engaging your employees is creating a strong employer brand. Having a clearly articulated employer brand offers a sense of direction and adds meaning to each employees work. That means organisations should take a holistic approach to attracting talent that allows them to build on their corporate reputation.

Encouraging friendships and organic communities to form outside structured company events can lead to more engaged employees. Organisational psychology tells us that the more friends employees have at work, the more engaged they are in their role. This is compared with an engagement rate of sixty-nine per cent in employees with 25 or more work friends.

Encourage informal communities to organically develop within your organisation outside of formal social events. These communities will often naturally emerge if you step back and create the space for them to develop and flourish. Long hours in the office are no longer the hallmark of a passionate, engaged employee. True engagement means meaningful, thoughtful work is being done.

Often, allowing flexibility in the work week can be a way to achieve more productive output. Create a flexible work culture that encourages productive, focused work: not meaningless busy work. From flex time to remote work, sabbaticals and secondments, flexibility can keep your employees engaged and challenged. Google famously introduced the 20 percent program, where employees can spend 20 percent of their time at work doing whatever they like.

Studies have shown that employees with the most productivity are able to take effective breaks. In fact, statistics prove that the optimal work-to-break ratio is 52 minutes to 17 minutes. We spend a large part of our lives at work whether we like it or not so it makes sense to incorporate the interests we pursue in our spare time into our daily roles, where possible.

HR professionals can take the concept of work-life balance a step further by encouraging employees to apply their personal interest to their day to day roles.

The Challenge for Library Management Leading with Emotional Engagement

People leaders need to establish a clear set of values if they are to attract a younger generation of workers which ranks ethics above promotion prospects when looking for new companies to work at. This idea can be used among team members who have high levels of respect and trust and are open to discussing their anxieties with each other. An anxiety party is simply a meeting with fellow team members that goes like this:.

Dealing with anxieties helps build relationships at work and also increases a sense of autonomy within the individual as they are less worried and more focused about developing themselves and moving forward — all important dimensions of employee engagement.

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We are constantly giving feedback as leaders and it can be easy to neglect asking for it in return. One HR professional, Tracy Russell, shared her approach to fostering employee engagement strategies in a recent interview. While she was sharing tactics local governments used to keep their employees engaged, her advice has applications across multiple industries.

Igniting Emotional Engagement

Turn brainstorms into games. Encourage your staff to take advantage of any resource the office has to offer to light a spark or launch a business idea. Hitachi Foundation President and CEO Barbara Dyer , says thekey to fostering creativity is creating an environment in which it will flourish:. But there is an important distinction between welcoming the occasional out-of-the-box idea and cultivating creativity as an approach to doing business.

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To complement group and individual recognition, it is sometimes useful to create a working environment that is rewarding in its own right. This encourages people to want to come to work and spend time with each other, while also strengthening the loyalty they have to their team and company. This creates support for everyone in building a culture of spontaneity and fun.

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Improving the relationships between colleagues and bosses through these activities enhances employee engagement and team loyalty. How can you engage people in a few words? Colin Mitchell from the Harvard Business Review explains that internal marketing helps your employees develop a powerful emotional connection with your brand and product. He says mantras help unite people under a common sense of purpose, which in turn increases motivation and engagement.

Stick your brand mantra on posters. Print it on t-shirts. Cry it out in meetings. But most importantly make it meaningful so it unites employees under its rally cry. If you want to influence and engage audiences, you have to segment and refine your target groups to ensure the messaging is specific and relevant. Some companies have started using the same approach in the way they communicate to their workforce. Divide employees not only by their age and gender, but by their interests and specific wants and needs to create personalised solutions that resonate.

Build a culture of rewards. When your employees feel as though they are kicking goals on a daily basis their motivation to achieve will be higher. In fact, consistent studies have found that positive reinforcement is closely linked to employee performance. Offering employees recognition, rewards and reinforcement has a direct effect on their motivation levels, engagement, productivity, and retention, according to Dr. David Ballard of the American Psychological Association. Praise someone for finishing a task on time. Show you appreciate late nights with a day in lieu.

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A team huddle also encourages a sense of unity and team spirit that always goes down well in the workplace. Indicate how your CSR Corporate Social Responsibility efforts affect employees and clearly explain how they can be part of the program. A bit of corporate goodwill goes a long way in making employees feel like they can be part of something meaningful. Their response?

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In any organisation, your people are your greatest asset. Use psychometrics, surveys and face to face conversations to understand what they value both in the office and in their spare time. Knowing what motivates your employees is the first step to keeping them satisfied and engaged. PageUp Vice President of Global Research Sylvia Vorhauser-Smith says that leaders should always capitalise on an opportunity to receive employee feedback and improve their approaches.

That means every week, you have positive things from your employees and negative things.

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In a month, you have each. This is legitimate, hey-this-is-how-people-feel information. While each company is different, taking the time to critically engage with what may be improving and impeding employee engagement is the secret to success. Many organisations have solely relied on the popular, yet also simplistic Employee Net Promoter score as a litmus test for employee engagement.

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  5. While the eNPS is appealing in its simplicity — it poses a single question: whether someone would recommend their company as a great place to work — engagement is a complex framework that takes a series of survey questions to understand. Jason McPherson believes asking a range of questions on a specific topic provides a more holistic view of what factors influence engagement. To get a look at the whole employee engagement picture, McPherson suggests asking employees to rank how much they agree or disagree with the following five statements:.

    Workers place varying levels of importance on a range of factors depending on their generation. Millenials, for example, have been shown in studies to place greater importance on career development opportunities than Baby Boomers. This means that rather than adopting a homogenous approach to talent management, you should be looking to tailor to each employees needs and motivations as much as possible.

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