When putting butts in seats, don’t forget their heart and soul, too!
Gallup now reports we have seen the strongest last six months of economic growth in a decade. That’s good news considering we’ve struggled to adapt or completely recover from the side effects of what’s now being called the Global Recession.
But thanks to lower unemployment, declining gas prices and massive spending cuts — the uncertainty of our economic climate seems to be improving. That said, it’s disheartening that workplace engagement levels haven’t budged since Gallup began measuring them in 2000. The current percent of american workers that are not engaged or actively disengaged is 70%.
What is employee engagement?
According to Gallup, “engaged employees” — as those who are involved in, enthusiastic about, and committed to their work and contribute to their organization in a positive manner. It’s a heightened state of emotional and intellectual connection (a continual AHA moment?) that influences one to put additional effort in their work.
Engagement means passion and collaboration which equals win-win for management as well as bottom line results! But how do you find out if your employees are engaged? What are the signs? Unfortunately, they are not so easy to recognize.
Types of workers:
- Actively engaged — 30%
These employees consist of 30% of the workforce and drive innovation, growth, and revenue. They build new products, create new services and generate new ideas. Which in turn creates new customers and spurs the economy to create more jobs. They work with passion and have a profound connection to company.
2. Workers not engaged — 52%
52% of the workforce is emotionally disconnected from their work and less productive. They dress up and show up but are checked out. They are not hostile or aggressive but they are big time wasters and insensitive to coworkers or customers needs.
3. Workers actively disengaged — 18%
This group is less likely to quit which results in lost productivity dollars. They basically have quit their jobs but stick around and spread negativity to coworkers, miss workdays, and drive customers away. They also undermine the productivity of engaged employees.
When management fails to confront the actively disengaged everyone in the company observes the behavior — -it’s called “watching the CEO fail!”
Money can’t buy you Love or Loyalty! Before you decide to give everybody a pay increase or add benefits, look at other reasons people leave their job:
SIMPLE TIPS TO INCREASE EMPLOYEE ENGAGEMENT:
- Select the right people. Put hearts and souls in chairs — not just butts! Gallup says 82% of time managers pick the right talent but the wrong candidate. If that’s your experience as a leader it’s time to revamp your interview and selection process and come up with a strategy to avoid poor hiring practices.
- Develop employees strengths. As a former CEO, this is something I’m passionate about and saw first hand the direct benefits of enlisting employees to be the best they can be. When employees feel that the organization cares and encourages them to make the best use of their strengths, they are more likely to respond with more effort, enthusiasm, and positive work ethic.
- Enhance well being. Create a plan and communicate a commitment to providing an engaging workplace that focuses on employee’s life and wellbeing. Healthy behaviors are contagious and actions that affect employee’s personal lives are the most likely to succeed. Leaders should be accountable for their wellbeing programs and frequently evaluate the program for improvement.
- Maximize teams with great managers. Great managers know how to maximize employee strengths and potential. The bottom line is in choosing the right managers who can empower and support their staff which has an immediate effect on engagement. The organization may have lofty goals but these should be meaningful to all individuals day-to-day experience. time to build brand ambassadors out of your front line employees. Front line employees who are in alignment with company vision and mission and have a clear understanding of how their individual contribution relates to the company’s mission and purpose can boost performance by 240%.
Hidden costs associated with low employee engagement including:
- Increased absenteeism
- Unfavorable customer ratings/reviews
- Lower profitability and productivity
- More turnover
- Increase in accidents
- More shrinkage (theft)
- Less quality work and more defects
NEW START: With the new year fast approaching, gain momentum by focusing on enhancing human capital. Create a budget for personal and professional development and show the employees you are committed to their growth and well being. It may take more time and money to enhance employee engagement but the most admired companies are the ones that are outsmarting the competition by investing in their people. It’s an organization’s greatest asset!
