5 Reasons Why Employee Engagement Is So Important

5 Reasons Why Employee Engagement Is So Important

A successful business owes a lot of its success to its employees. As such, it’s important to keep your employees happy, productive and eager to work. If at the end of the workday your employees run for the exits, leaving you to turn out the lights then perhaps it’s time to take a look at your employees’ engagement.

What is Employee Engagement?

According to Forbes, employee engagement is the emotional commitment an employee has to the organization he or she works for and its goals. In other words, it means that the employee actually cares about their work and the company they work for. They are not just working for a paycheck or another promotion, but instead, are truly interested in working to help their company meet its goals. And when an employee truly cares, he or she will give their absolute best to the organization and be happy to do so. The result? Better business outcomes.

So when it comes to running a successful business, employers should make employee engagement a priority. Here are five reasons why.

1. Better Engagement Equal Better Productivity

When people really care about something, they truly try their best. And they do so because they want to. This is especially so when it comes to the business world. When employees are engaged at work, they feel an actual connection with the company. They believe the work they’re doing is important and appreciated, so, therefore, they work harder. And when your workers are more productive, your customers are happier and the business is more profitable.

2. Less Employee Turnover

Have you ever worked at a job where you felt like your work was unappreciated? If so, how long did you stay there?

Employees who feel appreciated, respected, needed and wanted are much more likely to enjoy their jobs than ones who feel unappreciated. These are the employees that will be less inclined to look for work elsewhere, and more inclined to do their best work.

In addition, employees who are happy and enjoying their jobs are also more likely to form connections with their coworkers. And a happier team that works well together is a more productive team which in turn leads to a more profitable business. Besides, wouldn’t you prefer to be surrounded by happy workers who enjoy coming to work?

3 Increased Customer Satisfaction

In many cases, it is the employees who are directly involved with the customers. And customers that have a positive experience are much more likely to keep coming back than those who have a negative one.

When your employees are engaged, they are much more likely to be positive and enthusiastic about the company’s product or purpose. They are also far more likely to deliver a positive customer experience than a negative one. We all know that satisfied customers are happy customers. And happy customers will keep coming back.

4 Better Management Teams

Low levels of employment engagement can also lead to negative perceptions of company management. Employees often disengage and stop supporting the management team, and some even lose sight of the company’s mission. The support of the employees is paramount when any business organization wants to grow and innovate.

5 Better Creativity

Another reason employee engagement is so important is because employees who know that their ideas are heard, considered, respected and appreciated, are more likely to come up with new ideas and better solutions. They are creative, excited and driven. Disengaged employees, on the other hand, have little interest in being creative or even contributing to the bigger picture. And who can blame them if they feel that they are not needed and unappreciated?

Final Thoughts

If you want employees that show up and are involved, not just because they’re paid to be, but because they’re invested, emotionally or otherwise, then employee engagement should be at the top of your list. Engaged employees are more productive and efficient. They are more interested in their jobs, less likely to quit and driven to provide a better customer experience. They are happier at work and in their lives as well. And all of this translates to a better business outcome.


Source:
https://azbigmedia.com/5-reasons-why-employee-engagement-is-so-important/

The Six Stages Of Burnout

The Six Stages Of Burnout

Katie Maycock | Anxiety and Digestive Health Specialist

There has been a lot of talk about burnout, but what is it really? 

Burnout is complete physical, mental and emotional exhaustion stemming from prolonged stress. 

That’s what it means in a nutshell. Burnout can change everything. The way your body digests, fights off illnesses, the way you communicate with people and the way you view yourself. 

Before I get too heavy, let’s cover something off really quickly. This stress does NOT have to be negative. What?!  

I know, I know. I’m hearing you now ask yourself “if the stress doesn’t start off as a negative how can it be so detrimental?” 

I will absolutely answer this in Stage One Of Burnout. 

Before I start, I also wanted to share some really concerning statistics about burnout. 

From a recent Gallup study of 7,500 employees, they found that 23% of those full-time employees have felt burnt out very often. 

On top that, 44% also mentioned they felt burnt out sometimes. 

That my friends equate to 2/3’s of employees feeling burnt out. 

Anyone else a little bothered by that? 

Not only that but feeling burnt out also leads to:

  • A 63% increase in the likelihood of taking a sick day. 
  • 2.6 times more likely to resign. 
  • 23% more likely to visit the Emergency Room.

That is quite unsettling. Not only for the people who are suffering but also for companies. A lot of employees who end up burnt out are top performers, high achievers and the highly motivated. 

Losing a top performer to burnout is preventable.

What can we do?

We need to understand the stages of burnout. Burnout is something that can and does creep up on you. In saying that there are warning signs. The sooner you recognise those warning signs and understand the stages, it will become a lot easier to prevent. 

Let’s get started.

Stage One Of Burnout: Excitement.

Yes, you read that correctly.

A lot of the time burnout starts with excitement and optimism. Maybe it’s due to a new job, a new goal, a new target or even an exciting life event. 

This excitement and optimism make it easier to concentrate, there’s an increase in energy, productivity and output. 16 hour days? No problems at this stage! 

Working overtime? It’s a breeze. 

Getting up after 4 hours of sleep still motivated? Absolutely! 

Feeling like a superhero? Most definitely. 

Not taking care of yourself? This is for certain. However, you still feel great. It’s as if nothing can get in your way. 

This is what I call the “I’m getting addicted to adrenaline” phase. Which is really difficult to break.

Not only that, a lot of people end up getting positive feedback in this stage and they start associating certain behaviours with success. Which is usually not be sustainable.

Stage Two Of Burnout: Let’s Work Harder!

This is when small cracks begin to show. Maybe the initial energy is starting to wear off. 

You are becoming a little tired. However, you have associated certain behaviours with success. Maybe these behaviours are working long hours, not resting, working weekends and not caring for yourself. 

Instead of taking this as a warning sign, you keep pushing through. Fighting to get back to Stage One. 

I’ve seen this time and time again. Instead of seeing this as a sign to rest, people push through. 

I was even one of those people. That’s a different story for another time. 

Also in Stage Two, you may start to see relationships suffer. Loved one become frustrated and this can cause a strain on significant others.

This is when health issues may arise. 

Insomnia and poor sleeping patterns can occur also.

Stage Three Of Burnout: Frustration

You have been fighting a losing battle. You have tried incredibly hard to get that initial energy and euphoria back, to no luck.

In Stage Three you are becoming increasingly more frustrated, fatigued and forgetful.

Concentration usually declines, increasing the likelihood of mistakes. It’s a very vicious cycle. 

Not only that, your productivity can slip leaving you impatient and anxious.

Stage Four Of Burnout: Illness and Denial.

This is when your body is starting to really give up. It’s wanting to tap out and you’re not letting it. 

You’ve most likely pushed it past its limits and your starting to become quite unwell. 

From my experience, a lot of the health issues are from a decrease in immunity, increase in inflammation and digestive problems. 

I have seen a lot of health issues that have arisen from burnout including IBS, intolerances, allergies poor digestion and severe inflammation. Not to mention an increase in the frequency and severity of viruses. 

However, another phenomenon can occur at this stage, which is denial.  

Yes, denial can absolutely happen at this stage. I’ve seen people blame their health issues on their decrease in focus and productivity. Rather than seeing it as a symptom. 

For a lot of people, it really is hard to understand how something can from feeling really good to causing so many issues. 

Not only that, a lot of people don’t want to admit they’re not coping.

Stage Five Of Burnout: Lack of Drive and Apathy.

That original drive and motivation you started off with are nowhere to be found.

You can become apathetic and withdrawn. 

This is when anxiety can really become an issue. 

A little side note, anxiety can be present at any stage throughout the stages. However, I typically see it more within the later stages. 

And the next thing you know you are in Stage Six.

Stage Six Of Burnout: Burnout Has Me Now.

You are completely and utterly mentally, physically, and emotionally exhausted. 

This is the stage where people quit jobs or get signed off. 

Whether it’s from being overwhelmed or not physically being able to do the job. Either way, this is when people are forced to slow down or stop because of burnout. 

You might not be able to cope with simple pressures around you. It’s as if everything is too much. 

Burnout can completely change the way you work, think and feel. 

The hardest part about burnout is seeing warning signs and not doing anything about it.

Not only do I see people do this daily, I personally went through the same scenario.

My advice? 

Take the warning signs seriously. Our bodies are AMAZING at telling us what we need. All we have to do is listen. 

If you are feeling tired, REST. 

If you are starting to suffer from digestive issues, SLOW DOWN. 

If you need help, ASK. 

All of those things are simple. 

For companies, become aware of your top performers. Understand the stages and look at encouraging your employees to rest. Encouraging them to switch off. 

If you or your company lack the resources or education, bring in specialist or professional. 

Educating yourself on how stress and anxiety can directly impact physical health is beneficial. 

For more information please feel free to head over to my website, I have blogs and videos discussing the impact of stress and anxiety has on the body. 

If you would like to make direct contact, please free to reach out here. 

New work penalties, complaint system for Dubai government employees introduced

New work penalties, complaint system for Dubai government employees introduced

Sheikh Hamdan issues resolution on sanctions, grievances and complaints for government employees.

Sheikh Hamdan bin Mohammed bin Rashid Al Maktoum, Crown Prince of Dubai and Chairman of The Executive Council approved the Council’s Resolution No. (4) of 2019 related to the regulation of sanctions, grievances and complaints for Dubai Government employees.

The regulation aims to create a strong framework for addressing the challenges facing employees and applying disciplinary measures in a neutral way, a statement issued on Saturday said.

According to the Resolution, the regulations apply to civilian employees of government entities, who are subject to Law No. (8) of 2018 related to human resources management, and every administrative violation or complaint for which a final decision has not been issued. In addition, all decisions issued during the period from 1 January 2019 to the date of issuance of this Resolution are considered valid.

Violations

All violators will be subject to penalties unless the violator proves that the administrative violation was made because he or she executed the orders of his managers despite informing them that the order is an administrative violation. In this case, the person who issued the order will be held responsible for the violation.

As per the regulations, the director general of each Dubai Government entity is authorised to issue a decision to set up one or more committees called “Committee of Administrative Violations” to adjudicate the violations and issue a decision within 30 days. The director general of the government entity can extend the deadline for a similar period only once, unless the employee is referred to a competent judicial authority. In this case, the committee must issue its decision within fifteen working days of the date of receiving the decision or the court ruling issued to the employee. The committee should submit a report to the director general in case it fails to issue a decision during the specified period highlighting the reasons for not doing so.

According to the new regulation, resignation will not prevent an employee from being subject to disciplinary action for violations committed by him. The disciplinary actions can include written warning and deduction of salary for upto a maximum of 15 days for each violation per month. Total salary deducted will not exceed 60 days per year.

In case of absence without justification, the employee’s salary can be deducted. In case the absence exceeds 15 consecutive working days or 21 working days per year, the employee will be dismissed from his position. In case he submits a justification, the committee will review the justification and take a decision within 15 days, failing which the justification will be considered valid.

The HR department of the Dubai Government is tasked with training members of the Committees to ensure that they are well qualified to deliver their responsibilities efficiently.

Source:
https://www.khaleejtimes.com/news/government/new-work-penalties-complaint-system-launched-in-dubai-

HR Tech MENA Summit 2019

HR Tech MENA Summit 2019

The countdown to our first exhibition is on this April 24th & 25th Emirates HR partners exclusively with Zurich Middle East as the gold sponsors for the 5th Annual HR Tech MENA summit 2019.

The HR Tech MENA Summit has evolved into a one of a kind powerhouse, that plays host to regional thought leaders and international experts. This is the perfect platform for any organization in the MENA region who are on their digital transformation journey in order to be future ready.

“After a fantastic start to 2019, we are excited to meet with yet more business across a variety of industries and sectors based in the region who may not be aware of Emirates HR and our regional specific platform. Having been to many HR technology events across Europe, personally, I am excited to attend my first in the UAE and to represent Emirates HR at the first of many events for us moving forward” explains Lee Bowen, Sales Director.

Over the two-day summit, we will also be joined by our Founder & CEO, Mark Nutter who will be speaking on the 24th April, along with Peter Cox, Head of IPP Sales ME, Zurich Middle East on ‘Filling the void’ – End of Service & Workplace Savings. The keynote presentation shares an insight into the current savings landscape, why employers aren’t fulfilling an important role and End of Service software.

We look forward to meeting you! Find us at stand G4!

Filling the Void – End of Service & Work Place Savings | Keynote Presentation

Mark Nutter & Peter Cox, 24th April | 12:55-13:15 pm

HR Tech MENA Summit, 24th & 25th April. Dubai, Festival City the Intercontinental.

8 am – 5 pm

How many managers realise the impact they have on their staff?

How many managers realise the impact they have on their staff?

Monica Mathijs | Developing People. Developing organisations

“Management is doing things right; leadership is doing the right things.”

Peter Drucker

“Management is about arranging and telling. Leadership is about nurturing and enhancing.”

Tom Peters

When we leave the world of education to enter the big world or work, this can be a defining moment which impacts who we are and our behaviours in the workplace. Whether it is a positive or not so positive experience, we have a role to play and choices to make on how we take these experiences forward.

We often speak with clients who believe that the way their first manager treated them, or comments made by someone of seniority moulded their views of the world. Whether a manager creates a positive impact or a negative one, the manager must be cognizant of this impact. Why? Because as a personal sense of responsibility, every manager and leader plays a role in defining their staff members’ work experience from their growth, sense of safety to the feeling of belonging.

The time we spend in the workplace is the greatest time we spend in any one place. Five days a week and 8 hours a day (averagely speaking) and why wouldn’t we all want to feel a sense of belonging, the knowingness that we are supported and are in an environment where we are given a platform to learn, grow and develop. 

We work with clients who have a low level of confidence because a manager would shout them down, females who believe they are being overlooked in career progression to people who feel so privileged to have worked with bosses and leaders who took the initiative and made the commitments to grow their people.

What kind of manager do you want to be? What kind of manager do you want to work for?

Here are some things management can think about and reflect upon:

Self-reflecting as a manager
  • Assess what kind of manager and leader you are and want to be – there is a need for self-reflection and assessing your own emotional intelligence.
  • Become aware of the body language and non-verbal cues you are receiving and giving your staff. Are they engaged and involved or defensive and unsure – the non-verbal signals can show so much.
  • If you are too busy for your staff members, is this a problem and how are going change this? What can you do to ensure the communication channels are open?
Roles and responsibilities
  • As a manager, is there enough clarity and details available to the team of their roles and responsibilities? If you explain something in a rushed manner, then are you aware of the impact of this?
  • Is the language being used reflecting a sense of progress and integration? For example, the use of language which is reflective of all genders and cultural backgrounds sets the sentiment and values of a team and organisation.
Feedback process
  • As a manager, do you know what others think about you and your team? Traditional feedback models focus on a top-down process, a bottoms-up approach has value whereby a wider pool inputs into the process and a fuller picture is provided. Using methods such as formal 360 degrees feedback processes or online feedback tools can support this.
Team dynamics and purpose
  • Do your team members feel part of something bigger? Have you instilled a purpose and sense of belonging to the vision set and know how to get there?
  • What kind of activities, initiatives and off-site activities are implemented within the team and organisation to create a sense of team belonging and team building? Taking staff outside of the traditional working environment and encouraging interactions creates a platform for this.

As a manager and leader, doing the day job of managing working is simply part of the role, the ability to build and grow teams and people who deliver your vision and feel a sense of fulfilment is greater than managing tasks. What kind of leader are you and what kind of leader do you want to be?

Monica Mahi Mathijs is the CEO and Founder of Our Stillness– a corporate development consultancy based in the UAE offering immersive training programs, executive coaching and more. She is a change agent and works on delivering programs and projects in the region.

Why taking responsibility is a super-power.

Why taking responsibility is a super-power.

Katie Maycock | Anxiety and Digestive Health Specialist

Taking responsibility for a situation or scenario isn’t always comfortable. Especially if the outcome was negative. However, being able to take full ownership of your choices is a huge super-power.

Here are three ways how:

1) It Empowers You.

Yes, my friends, you have heard me correctly. Owning your actions and taking responsibility is incredibly empowering.

Initially, it doesn’t always feel good. You can feel as if you are a really big screw up.

However, after that initial knee jerk reaction, you feel empowered. You realize you have options. It opens the door for other possibilities. It helps you to get into solution based thinking.

2) It Provides An Opportunity For Positive Change

Instead of feeling like a victim or playing the blame game (which is incredibly negative). You can clearly see the actions or behaviours that led you to a certain situation or outcome. Once you’ve accepted that, you can choose to change.

You can stop reacting and start becoming more proactive.

3) It Leads To Better Outcomes.

Once you can see how your actions and behaviours played a part in a scenario, you can see HOW to change. You can clearly see the consequences of your actions. Helping you to make better decisions and choices in the future. Instead of feeling like bad things are always happening to you, you can start to take a more direct approach.

Taking responsibility for your actions and choices can completely change your life. You will make better decisions. You will feel more in control.

Now we know why it’s important to take responsibility and fully own it, but how to achieve this super-power?

Self-Reflect.

Look at situations and see how you could have handled them differently. Look at what role you played to create that specific outcome. Ask yourself questions. What could I have done differently? What steps could I have put in place?

Don’t dwell for too long on the past. Look for the potential solutions and move on. Don’t beat yourself up, this exercise is there to help you learn.

Taking responsibility and fully accepting it can be really confronting. It can be uncomfortable, however, lean into the discomfort. Learn from the experience and how you can change in future.

If you want more information about stress, burnout or anything related to health, head over to my website. There are loads of videos and blogs! If you want to chat about any of the above, let’s connect

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