THE RULES OF EN­GAGE­MENT

Happy work­ers of­ten have good job for­tunes. Me­lanie Burgess re­ports

The Courier-Mail - Career One - - Front Page -

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

Pic­ture: JODIE RICHTER

SMART: Jessie Dungca started at Trea­sury Ho­tel in house­keep­ing but was cho­sen for a pro­fes­sional de­velop­ment pro­gram.

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