What you should know about employee engagement.


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Much confusion remains among employers as to the differences between a happy worker vs an engaged worker. Read more here....

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What you should know about employee engagement.

  1. 1. 1 What you should know about employee engagement. Companies today, across the board, want to draw and retain the best quality talent. Some of these same organizations believe the best ways to do this is to offer the most enticing perks one can imagine. Setting up a sauna room, nap area, paid days off, afternoon bowling and on and on. Much confusion remains among employers as to the differences between a happy worker vs an engaged worker. Of course anyone would be happy with a free lunch but the point here is understanding that engaged comes before happy. They are not necessarily exclusive. They just need to be put in the right order. Your highest ideal, as an employer, is to develop a productive, creative, loyal and passionate workforce. That will happen when you have engaged your people. The results will also impact your customer base because your employees will better care about those who buy from you. Your buyers, in turn, will tend to stick with you. If you are a forward looking brand you will have to contend with the economic uncertainty out there among consumers. No one has to tell you, the customer is always right even when they're not. Although the level of consumer skepticism is high, this can work to your advantage if your employees are inspired to provide great customer service and experience. For example an employee may be happy at work but not necessarily investing their energy on behalf of your organization. When surveyed, some employees might even claim to be happy and satisfied with their job but will not hesitate to jump ship when another "opportunity" comes along. By coming to a better understanding of what it means to be happy, satisfied and engaged you can take intelligent steps to improve your overall workforce retention and performance. Share This
  2. 2. 2 As your organization's leader it is vital for you to involve your talent in executing your key business priorities. What are they? What are your key performance drivers? Sales, attendance, safety, customer service, loyalty? Improve on these by focusing on your most valuable asset. Your workforce. Economic uncertainties such as taxes, government regulations and global competition are not things we necessarily control. Employee engagement is. It is your most powerful asset because with that in place you can accomplish more than you think. What does an unengaged employee look like? Of course there are many tell tale signs. In a survey conducted by the National Sleep Foundation almost 30% of workers fall asleep or become extremely fatigued during work. Employees that spend hours on-line playing unrelated, non productive games during work hours. One way that has been proven to engage these game players is with implementing performance related games. Employee water cooler, coffee clutch gossip or workplace conflicts can steal resources from you in lost productive time. Heavy smokers who need to dash out constantly to indulge. Gallup notes: "The lost productivity of actively disengaged employees costs the US economy $370 BILLION annually." There continues to be a larger number of employees who voluntarily quit due to being un- engaged than the number fired or discharged. (US Bureau of Labor Statistics) Share This
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  4. 4. 4 Choices You could choose to fire those employees who behave unproductively or you can take inventory of your employee engagement practices. Keep in mind it can cost you up to 30% of an employee's gross income to replace them. Engaging your employees may prove a better alternative if possible. Are your employees engage-able? A good way to know this is during the interviewing process. Conducting a thorough interview will save you a lot time and resources especially when hiring sales people. Signs that an engagement, incentive program is needed. *Your present performance drivers are not up to snuff. *You are able to determine that your performance shortfall is related to lack of motivation and engagement. *The desired performance level has been identified, can be achieved and measured. * Particular behavior changes are achievable. Next. *Select the right program. *Establish your benchmarks. *Train and Communicate *Support your program *Provide a wide selection of rewards that will emotionally appeal to all your participants. *Measure your ROI with analysis and feedback. Share This
  5. 5. 5 *Regularly promote your program company wide. Having a workplace that engages, recognizes and rewards will also build employee trust in you and your senior management. Engagement defined: Does your employee demonstrate an emotional commitment to your company's mission, goals and fellow workers? If surveyed will your employee say that they trust your leadership and actually care about their work? This could mean that an employee will put in extra hours to complete a task without being ordered to. A sales person will stay on the phone after 5pm to resolve a customer issue. A computer programer may take the initiative to pick up trash and tidy up the general area without the boss looking. A call center employee will use some of their lunch time to make sure a new comer is up to speed. A driver will make an extra stop simply because its important that your customer gets their delivery. A hospital employee will give extra time and attention to help a visitor. Engagement results in involved and yes, even happier employees. That means happier customers. From a bottom line business perspective, engaged employees provide your company with higher stock prices and profit margins. Why? Because those who are regularly being recognized and engaged will willingly invest their time and energy in support of everyone's success. Your customers will enjoy a better experience with your business which will boost customer loyalty. Connecting the dots. Improving engagement, recognition and reward will translate into higher productivity, higher customer attention and care, increased sales, customer loyalty, repeat business and referrals, more profit and higher shareholder returns. Share This
  6. 6. 6 There is no denying the difficult situations companies face today. Hard choices involve reducing your workforce, cutting back on any present reward programs you may have now or even considering the idea of relocating altogether. For those questions only your CFO knows for sure. We do suggest however to consider also the opportunities available to you by implementing a well designed workforce engagement initiative. Focus on increasing employee involvement in your company's goals while strengthening communication among employees and leadership. Preserve your valued talent. This you still control. The benefits are significant. Share This