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The Big Four in Employee Engagement

Nienke Bloem, CXPABlog EN The Big Four in Employee Engagement
employee engagement

The Big Four in Employee Engagement

In june I visited the Gartner Customer Strategies & Technologies Summit 2015. Besides listening and engaging in sessions and workshops, I hosted a panel discussion titled “For the love of your customers, make employee engagement work!” With this blog I share the insights from this engaging discussion.

With me on stage, were two leaders with best practices in the Employee Engagement field. Both Rob Graham (Customer engagement center director of Tesco) and Graeme Gabriel (Strategic Back Office WFO Consultant at Verint) shared their learnings.

Employee Engagement is often seen as soft. Both men obviously had a different opinion. They said that Employee Engagement is an important driver towards business success. They both showed their professionalism from a leadership perspective and told snappy examples that triggerd the audience.

What are their 4 Do’s to get real Engaged Employees and happy customers?

1. Ask your employee for feedback and Act upon it

Too many surveys are sent out to employees, where no actions are taken upon. Take actions that will really impact their happiness or possibilities to serve customers in a better way. If you are not able to act upon, be honest about it. Transparency is KEY.

2. Hire the right people for your company, find you Goodliness

At Google they have described what kind of people they want and if they match the criteria, they have the Googliness factor. Only people that have that Googliness are hired and Google doesn’t make exceptions. So find you own Googliness and make sure only people that fit your wishes enter the company. Engagement ensured.

3. Act not Add

Give your employees the freedom to act. Especially on social media. Let them handle complaints or emergency situations in a human matter. A woman called in to Tesco and had to cancel her delivery, because she unexpectedly went into labor. Instead of following the rules, the agent send her a bouquet of flowers. The customer posted a photo of the flowers on Facebook and this received more than 100k likes. Another example was not so fortunate. A guide dog and blind woman were banned from a store and the company tried to resolve, but the public didn’t take it. The learning is still: Let your employees act upon what happens. Sometimes they get it wrong, but much more often they get it right

4. Get the C-Suite to See

This is actually an open door, but so true. Get the leaders to see and experience how customer service is done. Let them walk through stores, get them to help customers themselves, listen to telephone calls, interact with employees. It works both ways. In employee engagement of the customer facing employees, but also in the decision making of the leaders. They can walk the talk and act upon what they have seen. A big driver of Employee Engagement.

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