Not all colleagues are the same. We can count on some of them, who like to work and do it well, while others don’t. The question is why. And the answer lies in the employees’ engagement.
With the help of our DSE (Dissatisfaction, Satisfaction, Engaged) methodology, we provide HR and the management a development compass by identifying the organizational phenomena that are important or unimportant for the various groups of employees (because what makes an Indian or a German employee engaged is not the same but we can also see that employees belonging to generation Z or generation Y will find other things important). This way we can better understand the reasons for the engagement of the different employee groups and we can get over the commonplace of “let’s pay more and he’ll work better”. By the way, we can prove or defy the reality of this statement with figures after the measurements.
MOST COMMONLY, THIS ISSUE MUST BE FOCUSSED ON IF …
- … management feels that something is wrong: “employees are not as enthusiastic as they used to”
- … management believes that there are more human resources left
- … there is nothing to explain poor business results
- … employees’ attitude to work is not appropriate
- … we always make the same people work and always find the same people with every task
WHAT DO WE GIVE YOU? RESULTS OF THE PROJECT:
- We reveal the relationship between success and engagement
- We identify the organisational phenomena that primarily determine engagement and attitude to work
- Engagement levels become measurable in the various target groups
- Differences between the target groups become identifiable
- We can define actions that influence the maintenance and increase of engagement
dse.hu