Your time is too short to get discouraged about the things around you. Make the…
Whether you have one or 500 employees, I’ll bet you hired those people to do the work with the same enthusiasm and commitment that you bring to it. You assume they will and are doing so and no news is good news. But how many are really “engaged” as you are or as you want?
However, according to Gallop (2018) the percentage of “engaged” workers in the U.S. – “those who are involved in, enthusiastic about, and committed to their work and workplace” — is now 34%. Thirteen percent of workers are “actively disengaged, ” – “they have miserable work experiences.” The remaining 53% are “not engaged” – “generally satisfied but are not cognitively and emotionally connected to their work and workplace; they will usually show up to work and do the minimum required but will quickly leave their company for a slightly better offer.” **
This situation generates a staggering cost in terms of lost productivity, low morale, unproductive conflict, and the cost of replacing talented employees. Scale the percentages to your business and ask yourself two questions,
- Am I happy with that level of engagement?
- What is this level of engagement costing me?
Leaders of organizations, whether small or large, report that one of their top frustrations comes in trying to find an effective, cost effective, time efficient way to engage their employees. They say they are tired of spending so much time dealing with the consequences of employees that are not as committed and motivated as the leader is and the leader wishes for a way to hit the bullseye of full employee engagement.
There is no silver bullet or magic to address this predicament, but there are simple and powerful leadership practices that cost nothing to implement and can produce immediate improvements in employee engagement.
I can teach you how to achieve higher percentages of employee engagement and facilitate a process that can yield long-term improvement. I use an 11-part methodology that focuses on simple yet powerful behaviors that have maximum impact on your leadership team’s ability to engage and won’t require invasive organizational development strategies or restructurings.
I can introduce you to this solution through a brief seminar and then we can discuss where you would like to go from there. Typically, this is a 6-8-month full-bodied, rigorous approach and required commitment at the top of the organization first of all. We’ll customize it for your particular needs.
As a part of the solution you’ll learn:
Seven simple questions you must answer and frequently communicate the answers to your employees.
- The types of communication most important to engage and motivate.
- Why one size doesn’t fit all for engaging employees.
- What skills are needed to clearly set expectations and communicate about performance on a regular, informal basis.
And you’ll receive tips about how to:
- Assess your current engagement improvement practices.
- Evaluate engagement structures in your business.
- Create a culture of engagement.
- Identify and answer key questions that every owner or executive must answer.
- Develop a customized agenda for improved employee engagement.
This solution is not for you, if you are content with the state of your employee engagement in your business.
But, if you want more, contact us today to arrange for an introduction to How to Engage and Mobilize Your Employees.
Also, feel free to visit “Answers You’ve Been Looking For” on our website to discover other solutions like this that can help your business and/or personal growth.
**Retrieved from https://news.gallup.com/poll/241649/employee-engagement-rise.aspx on July 31, 2019