Want to Be More Engaged in Your Workplace?
Random Related Fun Fact of the Week: The average length of an engagement is 14.7 months.
Bonus Fun Fact #2: Approximately 2,000 couples get engaged every year at Disney World.
Bonus Fun Fact #3: 75% of brides change their Facebook status shortly after getting engaged.
Oh…wait…that’s not the type of engagement we talk about here! Ok, never mind, on to this week’s insights!
Let it start with you! Up your personal engagement by:
1. Stop any negative talk, actions or behaviors that impact you or those around you. Be a source of positive momentum.
2. Proactively pursue your performance, don’t wait to react to a performance review in 6 months or a year. Set a 20-minute performance connection with your manager every month that you lead.
3. Ask your manager if you can lead a ‘what’s working well, not working well’ session with your team. Take the feedback, and as a team continue to leverage the strengths and form small action teams to create options that will change what’s not.
If each of us would proactively do one, or all of these, you can’t help but have better employee engagement. Think about it, better engagement starts with each of us getting engaged!
For more information on how to more actively engage in your organization join our DESTINATION: SUCCESS page, or contact us!
Cornerstone Learning is a performance and leadership consulting organization that has worked with clients all over the world. Our focus is working with individuals and organizations to create performance solutions that deliver top-tier results by inspiring, enabling, and developing employee-led, leader supported, and organization enabled performance. We are able to successfully deliver this through multiple products and services such as employee surveys, online training, performance assessments, and performance coaching. The goal at Cornerstone Learning is to assist our clients in enabling success by developing a dynamic and customized pathway to deliver role model organizational and personal performance.
