Electronic Signature Employee Engagement Survey Made Easy

Electronic signature employee engagement survey

for several years the Gallup Organization has been doing surveys of employees they've consistently found and reported again this year that only about 30% of employees in a given company are fully engaged in what they're doing that means that companies aren't getting their best out of people and that people aren't enjoying what they're doing we've known about this in psychology for many many years it's called the yerkes-dodson law and it's like a bell curve or IQ with the optimal performance at the top of that curve on one side you have people who are under engaged who are bored these are the people who are you know doing Facebook video games who have that button on their computer that lets them push it when the boss is coming looks like they're working but they're not the other people though are overstressed these are people who have too much to do to the time too little support neither of those groups and they're very large groups are at their best the remedy for this is not just finding the best leaders are finding the best people the remedy is learning to continuously improve how leaders lead how managers manage and how people do their work and the good news is that we can continue to improve through life the brain is continuously adding new neurons the brain is what's called plastic it can change at any point and this is very good news because other data shows that leadership means first leading to manage yourself your internal state and that determines how you lead other people whether you can inspire them whether you can motivate them whether you can listen whether you can communicate and leaders who can do that are the ones who get people engaged to raise that bar from 30% to 40% or even higher for their team for the people they touch we know from research at Yale that leaders who are in a very upbeat positive state who themselves are engaged make people on their team engaged and those teams perform better leaders who are not engaged to her downbeat who are sour create that in the people they lead and their performance goes down so given that given the fact that we know there's a direct relationship between a leaders own state and engagement and those are the people on their team we need to help leaders get better at being engaged themselves and the good news is that this can be learned we have data from Case Western Reserve showing that these abilities which by the way are the essence of emotional intelligence can be taught and learned to people in mid-career at any point in a working life and we've also find that when people improve on something like being able to inspire being able to listen and empathize being able to manage their own emotions their distressing emotions and stay in that upbeat engaged state that when people learn that going back and asking the people who work with them as much as seven years later we find that there's leadership this kind of leadership improvement stays with them so remember there's no need to kill the dream of improving at any point in your career and that's what happens when you think well there's no point in people trying to change or improve we'll just find people who are like that already instead we should be thinking about how to help people get better and better as leaders so that they can keep people engaged and what they're doing