If there is one thing leadership should be concerned with in the new decade, it is transforming the organization's culture, making the company an attractive place to work. This endeavor will position the organization competitively with engaged and productive employees. But there are multiple pieces to the organzational culture puzzle.
 
According to the Conference Board, only 45 percent of U.S. workers report job satisfaction, down from 61.1 percent in 1987. Employee satisfaction is at its lowest point in the last 20 years.
 
With the current economic crisis, it is safe to say that organizational leadership is likely focusing on worries other than company culture, leaving employees wondering about company goals and what they should be focusing on. There is a lack of trust and confidence in senior leadership, and the result of all of this is that employees are unmotivated and disengaged.
 
According to the "Working in America: The Key to Employee Satisfaction" survey, Americans want improved health care coverage, better compensation and more respect.
 
The Workforce Institute indicates that organizations are struggling to balance organizational needs in order to increase productivity and profits. Although most leaders are starting to understand the value of motivated and engaged workers, more must be done to create a solidly transformed culture fostered by trust and belief. Herein lies the challenge. The "Working in America" survey indicates that 73 percent of employed adults are currently looking for a new job, either actively or passively. Many feel that they aren't paid fairly and that they are underappreciated.
 
The other edge of this issue is that, again due to the economy, employees may be holding on to their jobs for now, ready to bolt toward perceived better situations as soon as the economy improves. Thus, it is imperative to engage employees and turn around this situation. Retaining the best talent, rather than turning them over, is far more productive.
 
The engagement issue will not go away. Transforming your organization's culture to create a better workplace for employees is not a short-term solution. However, culture transformation is a wise investment, one that must be launched now and not abandoned.
 
The truth is that today's leadership is missing the mark in leadership and communication. They fail to see communication as a two-way process, they are not listening, messages are unclear, and as a result, the organizational culture is lacking an open, transparent climate.
 
Organizations should start with providing training for improved leadership and communication skills for managers and supervisors, thereby building trust and respect between employees and management. Training managers in these areas will also improve employee motivation and commitment. This is the first big piece of the puzzle.