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Research has shown that people are more likely to engage and help others when they have positive emotions. A culture of engagement results in Engaged Leaders, Engaged People Managers, Engaged Employees that lead to engaged Customers that is paramount for organisational sustenance.

The field of Positive psychology postulates that positive emotions are consistently associated with better performance, quality, customer service, psychological safety, creativity, retention of talents in organisation.

Let’s explore how you can manage your organisation’s engagement culture through Real Check

How do you manage your employee engagement curve at work?

What is Real Check?

Real Check is a mobile app platform for employees to share how they feel working within a specified context. It systematically collects feedback on a defined and regular basis, and provides real-time insights on team or organisational members to enable everyone including leaders or organisations to implement engagement practices to keep themselves or valuable employees and talents engaged and productive and realise effective organisational outcomes.

Available in English, Chinese (Simplified and Traditional), Japanese, Korean, Indonesian, Thai and Vietnamese, the feedback can be collated at team, departmental, organisational and even regional level and it is totally customisable.

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Proven Use of Real Check App

Worker sentiment and the impact of emotion—both positive and negative—in the workplace is a well-researched aspect of organisational culture. But it can also be one of the hardest facets of the employee experience for employers to manage.

Emotional Culture as a Driver of Employee Engagement

THE PROBLEM

Most companies pay little attention to their emotional culture - which feelings people have (and should have) at work, and which ones they keep to themselves. That presents problems for both individuals and organisation.

THE REASON

Research shows that, for better or worse, emotions influence employees’ commitment, creativity, decision making, work quality, and likelihood of sticking around - and you can see the effects on the bottom line. So it’s important to monitor and manage people’s feelings as deliberately as you do their mindset.

THE SOLUTION

Once you have a handle on your existing emotional culture, you can shape it in several ways. Explicitly say which emotions will help the organisation thrive, channel the feelings that people have and express naturally, and cultivate the ones you want through emotional contagion and the power of “deep acting.”

Every organisation has an emotional culture, even if it’s one of suppression.

Source: Manage Your Emotional Culture Harvard Business Review, 2016/01

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