THE RULES OF ENGAGEMENT
Happy workers often have good job fortunes. Melanie Burgess reports
H AVING friends at work may help you land a promotion.
Positive workplace relationships, feeling valued, and opportunities for professional growth are the top drivers for employee engagement – which in turn leads to better performance and career success.
The 2017 TINYpulse Employee Engagement Report reveals just 24 per cent of employees feel connected to their peers, down 11 per cent from 2016.
TINYpulse employee engagement manager Ketti Salemme says peers are the number one reason employees stay with an organisation.
“This goes to show that building a strong work culture where employees can truly develop interpersonal relationships is essential, as it ultimately impacts retention, productivity, and overall engagement,” she says.
“(Setting new employees up with a buddy or mentor) is not only a great way to build up inter-office friendships, but also helps new employees WORKING at Treasury Brisbane ticks all the boxes for Jessie Dungca.
He has fostered positive workplace relationships, feels valued, and had opportunity for professional growth, making him a happy worker.
“I think team member engagement is very important so that you can build a strong positive culture in the workforce, which in turn helps motivate team members to strive for excellence in their roles,” he says. better understand the lay of the land and the company’s work culture.”
The research also shows just 26 per cent of employees feel strongly valued at work, down 5 per cent in a year, and although half of managers feel there are adequate opportunities for professional growth, just 26 per cent of employees agree.
“One of the best ways to boost employee connections is to incorporate recognition and appreciation into your work culture,” Salemme says.
“When individuals regularly give and receive praise, it helps build relationships and further engagement.
“Another important way to boost employee bonding is to establish a culture of transparency and communication.
“When individuals feel they can speak up and share their ideas openly and freely, their interactions will likely be much more meaningful.”
The TINYpulse survey reveals the top three drivers of employee happiness are how much fun they have working at the organisation, how highly they rate the organisation’s culture, and how well the organisation supports them in exploring professional interests and goals.
The least influential factor is flexibility of work schedules.
Dungca started his career as a room attendant but was so good at his job he was invited to take part in a professional development program, allowing him to network with leaders.
After being named the 2015 Employee of the Year, he was promoted to guest services.
He landed one of four coveted spots in the company’s START program, which rotates trainees through different business departments over 12 months.
RULES OF ENGAGEMENT IT’S ALL ABOUT THE NETWORK
SMART: Jessie Dungca started at Treasury Hotel in housekeeping but was chosen for a professional development program.