The Science Behind Employee Engagement

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Employee engagement goes above and beyond having employees who are committed to their company’s goals and motivated to contribute to its success. It’s also about having employees who feel they are able to achieve their own professional and personal objectives through their engagement with the company.

The fact that employee engagement is a top concern for organizations was demonstrated by the enthusiastic turnout at our breakfast seminar on “The Science of Employee Engagement” early this spring. It was hosted by Craig Dowden, Ph.D., Verity Executive Advisor, Coach, Author and Keynote Speaker.

Craig presented an overview of scientific research to showcase the most effective strategies to motivate employees. He also provided attendees with practical and evidence-informed ideas and strategies which they could apply within their workplaces to enhance employee engagement and performance.

According to Craig, while the traditional approach to engagement has focused on financial incentives, research indicates that increasing monetary rewards can negatively impact performance and impair our ability to make ethical decisions. If employees receive what they perceive as an equitable wage, non-financial factors become more important to maintaining or improving their engagement. At the top of the list, people need an emotional attachment to their work. Read more

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Succession Planning and Transparency (Part 2) — Why You Should Inform Employees of Their Part

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The first part of this series examined some reasons why organizations might not want to let employees know about their part in a succession plan, but it also discussed how the potential negative consequences of disclosure can be avoided or lessened.  This installment will examine the reasons for telling employees about their part in a succession plan. Read more

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Succession Plan Transparency (Part 1) — Why Not To Inform Employees of Their Part

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Organizations tend not to disclose details of their succession plans or inform individual employees that they may be chosen to take on critical roles in the future.  The discussion below examines a number of reasons why organizations elect not to inform candidates about their part in the succession plan.  However, the discussion also touches on how the potential negative consequences of disclosure can be avoided or lessened.

A subsequent installment, “Succession Plan Transparency (Part 2): Why You Should Inform Employees of Their Part”, will examine the reasons why companies should tell employees about their part in the succession plan. Read more

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Be part of Verity View : New perspectives on leadership, talent management, career development and workplace trends‎

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We live and work in an exciting but challenging world where rapid change seems to be the only constant. When you have been in business for over 30 years, as Verity International has, you have been on an incredible journey. One thing that has not changed, however, is Verity’s desire to create opportunities to learn, share, and explore for its customers, valued partners and others.

As such, we at Verity invite you to join us as we carve another path in our journey by initiating a blog and through it a regular ongoing conversation with you. Our intent is to create a contemplative and thought-provoking space where you can take a few moments away from the hectic pace of your everyday work life to examine a variety of topical issues.

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