Employee advocacy can be a powerful tool in building employee trust, investing in the company, and also helping to recruit talent and spread positive word-of-mouth about your organization and its products. However, employee advocacy needs to fit your staff, your company, and your objectives for a program to have the desired affects. Here are three components to help when deciding if employee advocacy is right for your organization:
Organizational growth issues exist in some form at almost every company. There can often be a “chicken or the egg” mentality between two opposing factors that often lead to a scramble instead of a steady positive growth curve. Most companies blame this on external factors like funding, the market, or even a competitor move. However, new research from Bain & Company shows that most organizational growth issues actually stem from within the organization. According to the survey of 400 executives:
Employers are constantly looking to find ways to promote employee loyalty in a professional climate of job hoppers and career changers. Employers try everything from nap pods to unlimited vacation to beer in the kitchen. But what do employees really need in order to feel dedicated to an employer? The answer, real purpose. To feel important and connected to organizational goals and to be provided with opportunities to learn and grow outweigh any perk an employer could provide. In short, invest in employees and they will invest in you.
Technology has made working from home a more common occurrence than ever before. Gallup’s 2015 annual Work and Education poll showed that 37 percent of U.S. workers indicated they have worked from home, up almost 30 percent since 1995. So how are you going to engage so many remote employees this year? With an increased number of companies providing flexible schedules and the ability for many employees to work remotely at least part of the time, it is important to have a plan to motivate, inform engage remote employees to ensure success.
When typing the word “motivation” into Amazon’s bookstore you’ll discover there are over 100,000 books related to motivation: The Motivation Manifesto, 77 Ways to Get Motivated, Drive: The Surprise Truth About What Motivates Us; the list goes on and on.
But all that helpful advice must be taken with a grain of salt now that managers are motivating a multi-generational workforce. Three generations now make up today’s workforce.
Look around the office and you’ll see Baby Boomers, Generation Xers, and who could forget all those Millennials. According to Pew Research Center’s 2015 study, U.S. Labor Force by Generation, Baby Boomers make up 44.6 million, Generation Xers make up 52.7 million, and Millennials make up 53.5 million of the U.S. labor force.
So why is this so important? Because each generation is motivated by different values, work styles, communication tactics, job responsibilities, and rewards.
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