Improving employee engagement has a direct impact on employee performance. There is a clear, direct link between engagement and contribution that has a real effect on a business’ bottom line. To deliver outstanding business results we need engaged employees now more than ever. Engaged employees are those that are emotionally invested in their work, consistently give their best, and make significant efforts to further the company’s overall success. Engaged employees take pride in having their company succeed because they feel they are part of driving that success.
Having a divisive culture doesn’t allow for a good work environment. You want to avoid an ‘us versus them’ or ‘sales versus administration’ disengaged philosophy in your company. It’s not sustainable to have one group inevitably feeling less important than another. It is very important to recognize that the success of our internal departments, are often contingent on each other. A positive attitude that influences the behavior of employees should be proliferated. To create engagement companies must earn it though conduct, climate, and fostering of the positive atmosphere that those behaviors create.
Disengaged Workforce
Have you ever experienced a workplace environment where the employee’s behaviors mirrored any of these inherent characteristics?
If you have or currently are experiencing these types of situations, you have been (or are) part of a disengaged workforce.
Recognizing the Signs of a Disengaged Workforce:
The Numbers Tell the Story
Before you dismiss the importance of employee engagement review these numbers and statistics:
21% More Productive - Companies with top employee engagement scores are 21% more productive than those with love levels of engagement. (Gallup)
12% Higher Profitability - Companies with top 25% employee engagement scores delivered 2.6 times earnings per share and 12% higher profitability than those in the bottom half of the engagement scores (Falde)
44% More Productivity - Engaged employees deliver 44% more productivity than workers who merely feel satisfied. (Bain & Company)
73% Higher Financial Performance - Organizations with above-average employee engagement exceed the financial performance of their peers by 73%. (Wharton)
Create a Culture of Opportunity
The good news is, that it is never too late to turn things around and facilitate improvements. But “where or how do I start?” You can start by recognizing and praising your employee’s contributions. Think back to the days when there was a school Star Chart in the classroom. Everyone worked hard to get that star. That Star Chart was an incentive to do better and do more. It is very similar in the adult working world. While employees may not need (or say they do not need) a star or praise, everyone enjoys positive feedback and a thank you for doing a great job. Consider investing in a rewards and recognition program.
Another way to jump start and sustain employee engagement is by creating a strategy, outlining best practices, and holding yourself and your management team accountable for not only performance, but engagement. Provide your employees, regardless of job level, with training and coaching.
If you would like to learn more about promoting workplace involvement, contact Neil Brennan today by emailing him at nbrennan@ezvds.com or by connecting with him on LinkedIn.