Employee engagement – completely

Abstract

Purpose

Looks at how the world has changed in terms of providing goods and services and what that means to the employees providing them

Design/methodology/approach

Examines how a complete quality process can encourage employee engagement.

Findings

A complete quality process takes concentration and times: surprisingly little time. The elapsed time between the decision to pursue this option and a fully implemented system with measurable, bottom‐line benefits was eight months in one instance and six months in the other. And the improvement in morale was equally striking

Originality/value

Employees generally refer to their place of work as “my company” when they are at home. Taking advantage of that natural feeling of ownership by extending trust and empowerment to all employees and giving them the means to be engaged in the continual improvement of everything the organization does is in the best interest of the employer, the employees, and their customers.

Citation

Townsend, P. and Gebhardt, J. (2008), "Employee engagement – completely", Human Resource Management International Digest, Vol. 16 No. 3, pp. 22-24. https://doi.org/10.1108/09670730810869529