When putting butts in seats, don’t forget their hearts and souls, too!
Gallup 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 our economic climate’s uncertainty seems to improve thanks to lower unemployment, declining gas prices, and massive spending cuts. 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” — those involved in, enthusiastic about, and committed to their work- positively contribute to their organization. It’s a heightened state of the emotional and intellectual connection (a continual AHA moment?) that influences one to put additional effort into their work.
Engagement means passion and collaboration, which equals a win-win for management and 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:
1. Actively engaged — 30%
These employees comprise 30% of the workforce and drive innovation, growth, and revenue. They build new products, create new services, and generate new ideas. This, in turn, attracts new customers and spurs the economy to create more jobs. They work with passion and have a profound connection to the company.
2. Workers not engaged — 52%
52% of the workforce is emotionally disconnected from work and less productive. They dress up, show up but check out. They are not hostile or aggressive but 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 have left 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 additional 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 the 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 develop a strategy to avoid poor hiring practices.
- Develop an employee’s strengths. As a former CEO, I’m passionate about this and saw firsthand 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 a positive work ethic.
- Enhance well-being. Create a plan and communicate a commitment to providing an engaging workplace that focuses on employee life and wellbeing. Healthy behaviors are contagious, and actions that affect employees’ personal experiences are the most likely to succeed. Leaders should be accountable for their well-being programs and frequently evaluate the improvement plan.
- Maximize teams with great managers. Great managers know how to maximize employee strengths and potential. The bottom line is choosing the right managers who can empower and support their staff, which immediately affects engagement. The organization may have lofty goals, but these should be meaningful to all individual’s day-to-day experiences. Time to build brand ambassadors out of your front-line employees. Front-line employees who align with company vision and mission and clearly understand how their contribution relates to the company’s mission and purpose can boost performance by 240%.
Hidden costs associated with low employee engagement, include:
- 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: 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!
