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What do you do if your employees are not engaged with organizational goals?

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Employee engagement is crucial for any organization that wants to achieve its goals and maintain a positive work culture. But what if your employees are not engaged with the organizational goals, or even worse, don't know what they are? How can you communicate effectively with your team and align them with the vision and mission of your organization? Here are some tips to help you improve employee engagement and communication.

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Mateusz Wojtowicz

?? Social Media | ?? Community | Lead at Techland ??
Beatriz R.
Maria Juliana Candria

Comunicación Interna y Diversidad | Cultura | Marca Empleadora | Desarrollo de Capacitaciones Inclusivas

1 Assess the situation

The first step is to understand the current level of engagement and communication among your employees. You can use surveys, interviews, focus groups, or other methods to gather feedback and insights from your team. Find out what motivates them, what challenges them, what frustrates them, and what they expect from you and the organization. Identify the gaps and barriers that prevent them from being engaged with the organizational goals.

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Maria Juliana Candria

Comunicación Interna y Diversidad | Cultura | Marca Empleadora | Desarrollo de Capacitaciones Inclusivas
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Abordar la falta de compromiso de los empleados requiere un enfoque integral y es esencial para impulsar un entorno laboral efectivo y alcanzar los objetivos organizacionales. La primera medida clave consiste en realizar una evaluación detallada para comprender las razones detrás del desinterés. Utilizar diversas herramientas como encuestas de satisfacción, sesiones de retroalimentación y entrevistas individuales permite capturar percepciones y preocupaciones subyacentes. Este proceso no solo identifica las áreas de desinterés, sino que también fomenta la transparencia y la apertura en la comunicación organizacional.

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2 Clarify the goals

The next step is to communicate the organizational goals clearly and consistently to your employees. Make sure they understand the purpose, the strategy, the expectations, and the benefits of achieving the goals. Use different channels and formats to convey the message, such as meetings, newsletters, videos, or posters. Avoid jargon and ambiguity, and use simple and concrete language. Invite questions and feedback, and address any concerns or confusion.

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Beatriz R.
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Por vezes, os objetivos de negócio podem parecer demasiadamente complexos e desestimular o engajamento. é importante definir diferentes modos de comunica??o e possibilidade de escuta sobre as necessidades ou dúvidas do time para que haja efetivamente um comprometimento no rumo certo.

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Maria Juliana Candria

Comunicación Interna y Diversidad | Cultura | Marca Empleadora | Desarrollo de Capacitaciones Inclusivas
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La primera estrategia debe ser una comunicación clara y transparente. Articular de manera efectiva los objetivos y la visión de la organización es esencial para establecer una conexión significativa entre los empleados y la misión de la compa?ía. Claridad en los mensajes, un canal de comunicación abierto y la contextualización de la contribución individual son factores clave. Proporcionar actualizaciones regulares, compartir historias de éxito y fracaso, y crear foros de discusión fortalecen la conexión emocional. Esta transparencia no solo informa, sino que involucra activamente a los empleados, creando una cultura organizacional coherente y motivadora.

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3 Involve the employees

The third step is to involve your employees in the goal-setting and decision-making process. Make them feel valued and empowered by soliciting their input and suggestions, and incorporating them into the plan. Assign them specific roles and responsibilities, and explain how their work contributes to the overall success of the organization. Provide them with the resources and support they need to perform their tasks. Recognize and reward their efforts and achievements, and celebrate the milestones and outcomes.

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Maria Juliana Candria

Comunicación Interna y Diversidad | Cultura | Marca Empleadora | Desarrollo de Capacitaciones Inclusivas
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Involucrar a los empleados en la toma de decisiones es clave para cultivar un compromiso genuino. Al asignar roles específicos, les brindamos la oportunidad de ser arquitectos directos del éxito organizacional. Este nivel de participación no solo empodera, sino que también destaca la relevancia crítica de cada tarea en el logro de metas compartidas. El empoderamiento, sin embargo, va más allá de delegar tareas; implica proporcionar recursos, desde formación especializada hasta el apoyo continuo, para enfrentar desafíos con confianza. Este enfoque proactivo en el desarrollo profesional fortalece la conexión emocional al sentirse respaldados en su crecimiento y éxito.

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4 Monitor the progress

The fourth step is to monitor the progress and performance of your employees and the organization. Track and measure the indicators and results that reflect the achievement of the goals. Provide regular and constructive feedback to your employees, and acknowledge their strengths and areas for improvement. Adjust the goals and strategies as needed, based on the changing circumstances and feedback. Communicate the changes and updates to your employees, and explain the reasons and implications.

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5 Foster the culture

The fifth step is to foster a positive and supportive culture that promotes employee engagement and communication. Encourage collaboration and teamwork among your employees, and create opportunities for them to interact and learn from each other. Provide them with training and development programs, and help them grow their skills and knowledge. Show them respect and trust, and listen to their opinions and ideas. Create a safe and comfortable environment, where they can express themselves freely and constructively.

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6 Evaluate the impact

The final step is to evaluate the impact of your actions and initiatives on employee engagement and communication. Review the feedback and data that you collected, and analyze the trends and patterns. Compare the results with the baseline and the benchmarks, and identify the achievements and challenges. Share the findings and insights with your employees, and thank them for their participation and contribution. Seek their feedback and suggestions for improvement, and plan for the next steps.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Mateusz Wojtowicz

?? Social Media | ?? Community | Lead at Techland ??
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There is one important point to consider: give people context. If your employees are not aware of why they are performing tasks, and they lack deeper understanding - try to explain the purpose, and give them the answer to the popular "why?" question.

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What do you do if your employees are not engaged with organizational goals?

1

2

3

4

5

6

7

1 Assess the situation

2 Clarify the goals

3 Involve the employees

4 Monitor the progress

5 Foster the culture

6 Evaluate the impact

7 Here’s what else to consider

Communication

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What do you do if your employees are not engaged with organizational goals?

1

2

3

4

5

6

7

1 Assess the situation

2 Clarify the goals

3 Involve the employees

4 Monitor the progress

5 Foster the culture

6 Evaluate the impact

7 Here’s what else to consider

Communication

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感谢您的反馈

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