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Employee Engagement & Commitment = Productivity & Profits
Your organization is today facing the most severe economic slowdown since the Great Depression. As a result, you and your management team are probably tasked with optimizing the performance of your downsized/very lean workforce. What is your plan?
Due to recent research pertaining to enhancing employee and organizational performance, we now know:
- the few employee workplace needs that, when met, cause employees to be engaged and committed to their jobs and organizations - and therefore, willing to expend significant discretionary effort
- these core needs are satisfied or not depending primarily upon the actions of each employee's immediate supervisor; employees' relationships with their managers are even more critical than most have thought
- what managers of top performing work units do daily to satisfy these core needs; these managerial approaches can be implemented by any manager willing to do so
- the specific, positive business outcomes that occur as a result of the managerial approaches that satisfy these employee needs
It is estimated:
- that only about 30% of the employees in most organizations are engaged and committed to what their manager wants them to do; often leaders, since they are committed, assume that employees are as well
- that actively disengaged employees cost U.S. employers hundreds of billions of dollars annually in lost productivity; there is a significant opportunity cost resulting from poor management.
Many of our clients are implementing the following approaches and enhancing their Employee Engagement, Productivity and Profitability:
- surveying their employees to determine their current state of engagement - for the organization as well as for each manager individually
- training their managers in the techniques proven to motivate and bring out the best in employees
- providing their managers with the practical, tools used by the most effective managers
- designing personalized, development plans for each manager
- as well as holding their managers accountable for implementing those plans and continually improving their engagement scores
If we ever needed employees to be committed and accountable to their jobs, their manager and their organization, it is now. Any organization not proactively addressing employee engagement is 'leaving a lot of money on the table' - and who can afford that in this economy.
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