Revitalization means to give new life or vigor to something, to recharge, renew and rejuvenate it.

Revitalizing a business involves reassessing its strategy, target market, and services. It may also involve revising the brand story or determining operational processes and systems needed to be effective and grow the business. The connection and driver of these strategies is the people who do the work!

The workforce keeps business running. Workers’ satisfaction and sense that their contributions are recognized and appreciated are paramount to organizations’ success. As organizations make changes necessary for them to compete in the marketplace, employees are expected to adopt the changes required of their role. Accommodating change initiatives often involves shifting mindsets, work processes, systems and roles. Given the pace of change in today’s organizations, employees need to become resilient.

Resilience has become a common theme as both businesses and employers realize its importance and strive toward it. Resilience is often considered a quality, yet it’s more about what one does than about a quality they have. Building resilience requires self-awareness, reflection and learning, along with willingness to take action that enables refinement of response patterns. But building resilience isn’t the sole responsibility of workers.

Organizations must take an active role in developing worker resilience. Aware leaders know that engaged employees can help raise productivity, increase profits, enhance customer experience, foster brand loyalty, and facilitate growth. Employee engagement can also strengthen workforce resilience. Studies show that an engaged and vitalized workforce has marked benefits.

Creates a sense of purpose:

It’s important that leaders acknowledge the significance of their worker’s contributions and how those contributions connect to the overall purpose of the business. Employees roles are more meaningful to them when they understand the connection to the purpose of the business.

Gives workers a voice:

Questionnaires and surveys can provide employees the opportunity to express their opinions and concerns and enhance workers’ sense they’re respected, that their voices matter, and that they are an integral part of their organization.

Builds and promotes feedback loops vital to two-way communication:

An open environment that permits workers to share their thoughts and concerns builds trust. Forward-thinking leaders can provide channels that encourage employees to respond to corporate decisions, how their work will be affected and suggestions they may have.

Encourages community participation:

Organizations are essentially communities in which each member fulfills a specific task and serves the community as a whole. Strong leaders encourage this community spirit among employees through engagement activities that include, but go beyond big annual events.

Such get-togethers are great, but many forms of social media engagement that pull people together are community builders as well.

Invests in personal development:

Studies have shown that employees are loyal to a company that supports them in their professional career development and adds value to their personal lives.

Organizations that offer employee training programs or that sponsor higher educational opportunities are investing in the success of their company and ultimately receive a solid return on their investment.

Organizations can implement employee engagement opportunities, but it’s up to employees to seize those opportunities. Engagement is a professional development opportunity. Employee benefits include self-motivation, clear understanding of their roles, owning the significance of their role, gaining valuable professional skills, increasing resilience, feeling they belong to their work community and growing their careers.

Employee engagement isn’t a top-down action. Engagement arises from within employees given the opportunity to be their best. The emotional connection or commitment that results from engagement within their organization translates to desire to support their organization’s success. Both business and employees benefit from employee engagement.

Employee engagement is the pinnacle opportunity to create desirable business and personal revitalization.

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