True fact: as the weather gets drearier across America, so do workers levels of engagement. How do you increase employee engagement? In fact, according to a recent Gallup poll,only 30% of workers feel engaged with their current job. And not just that: estimates show that this disengagement costs US companies close to $500 billion a year. Ouch. Yes, the economy is not in the best shape. Jobs are harder to come by than in the past. People are being overworked and or not utilized in the best ways possible. But not all performance and engagement issues can be blamed on the economy. Employee engagement is a tricky thing; it requires focus from management, to understand their culture, their strategy, their customers, and to create commitment and excitement from employees. Think of companies like SouthWest Airlines — with an emphasis on employee engagement and culture, they’ve managed to brand themselves in a way that is win/win for both their employees and their customers. Yes we all know of the big guys and the greats in employee engagement; however employee engagement is something that a business of any size can achieve. It just takes dedication from management and a focus on maximizing people –> performance –> profit™. The workforce isn’t full of sad sacks; most employees have the potential to be highly engaged, and thus work at a more productive rate. So let’s take a look at 5 ways that businesses can work to increase employee engagement:
There is a definite misconception that just benefits and perks are the key to employee engagement. While they certainly can’t hurt, an employee with an incredible benefit package and great perks can be just as disengaged as one without those perks. It’s more important to take the time to get to know your direct employees and focus on their general well-being and job satisfaction; it’s an approach that will certainly help impact your long term rate of employee engagement and performance! About Scott Span, MSOD: is CEO & Lead Consultant of Tolero Solutions - an Organizational Improvement & Strategy firm. He helps clients in facilitating sustainable growth by connecting and maximizing people –> performance –> profit™, creating organizations that are more responsive, productive and profitable. Email | Website | LinkedIn | Twitter | Blog | Facebook ______________________________________________________________ *All Rights Reserved. Reproduction, publication, and all other use of any and all of this content is prohibited without authorized consent of Tolero Solutions and the author.
What employee retention strategies do you use to engage and retain employees? Statistics from research done by the labor bureau show that the average American will hold around 11.3 jobs during their working years. The average number of jobs held is actually going up- especially with Millennials. Eleven may seem like a really high number – however that depends on various factors, including the work you do, and what generation you are from. Employee retention doesn’t just happen. Employee retention is critical to the success of an organization. Without a focus and an understanding of people, behaviors, and what engagement and rewards strategies work for best for your culture, reducing turnover can be even more difficult. We understand it’s not always easy, to help, we’ve developed an Employee Engagement & Retention Checklist with a high level overview of steps to take toward success with some employee retention strategies. People decide to switch jobs for a wide variety of reasons. New blood is a good thing, but a constant turnover is detrimental to performance, morale, and the overall sustainability. Some reasons are related to personal and life changes and completely unrelated to the job itself – so a business can’t expect to impact or change all departures – though with workers switching jobs roughly every 4.4 years businesses do need to be focused on the aspects of employee retention they can influence. So, what are some of the best practices for increasing employee retention? Provide career navigation and personal branding strategies from the get-go. Involve employees in the process as much as possible- ask questions to find how what motivates them. Employee development is also key- it’s important to provide coaching, educational opportunities, and training programs. By helping individuals plan their desired path within in an organization, setting concrete goals, and providing support to help them achieve those goals, engagement and retention increases. Hiring the right managers makes all the difference. Steve Miranda, Managing Director for Cornell University’s “Center for Advanced Human Resource Studies” (CAHRS), said in an interview that he believed 80% of employee turnover resulted from the environment created by a manager as opposed to the company at large. So it’s critical to work closely to make sure there’s a consistent open line of communication between employees and managers, and that managers are working collaboratively and positively with their employees. Work to create a culture of trust. An organization with a culture of trust often has higher levels of performance and retention. An organization with a culture of distrust is an organization destined to be doomed. To maintain positive employee retention make sure your organization has a culture of trust, not distrust. Recognize good performance. Be it financially or with some other non-monetary benefits (NMBs), make sure employees are recognized when they achieve their goals and perform above and beyond. Pulse your workforce for their preferred means of recognition and then implement various strategies based on that feedback. With workforce demographics changing a one size fits all approach no longer works. It’s important to pay attention to what each motivates different employees. Not all employees prefer to be recognized for a job well done in the same ways. As we’ve said before, if unsure the best ways to engage and retain employees – ASK THEM. Hire the right kind of employees who are both a skills and culture fit. A focus on both aspects is important to success. Sure, some people are “shooting stars”, and you’d be lucky to catch them, but if they’re not a fit for the culture of your organization then you’re not likely to see maximum performance or retention. By interviewing and choosing the right hires in the first place, you’re getting a leg up on setting up a relationship that can last. Though, there are many other employee retention strategies for engaging and retaining employees, these tips should serve as a good start. Be transparent, have a clear employee value proposition, communicate with employees early and often, know what they want and what you want, and what motivates them. This should help set you up for a successful partnership that leads to a higher performance and retention. About Scott Span, MSOD: is CEO & Lead Consultant of Tolero Solutions - an Organizational Improvement & Strategy firm. He helps clients in facilitating sustainable growth by connecting and maximizing people –> performance –> profit™, creating organizations that are more responsive, productive and profitable. Email | Website | LinkedIn | Twitter | Blog | Facebook ______________________________________________________________ *All Rights Reserved. Reproduction, publication, and all other use of any and all of this content is prohibited without authorized consent of Tolero Solutions and the author.
How do you define diversity? According to our marketing partner – Preactive Marketing – the phrase “diversity is…” generates roughly 2.7 million global hits. Though not as popular as “strategy is…” or “culture is…” this indicates it is still quite a popular topic, and that people are interested in diversity in a various contexts, including business.
Plenty of textbook definitions exist for diversity - however we want to hear from YOU!
How would YOU finish the sentence: Diversity is…?
I would finish it something like this:
“Diversity in the world is a basic characteristic of human society, and also the key condition for a lively and dynamic world as we see today.”
- Jinato Hu
This holds true in both the personal and the business world. If you read our article: Do I Really Want to Work Here: What Are Your Diversity Practices Telling Me? … you may be thinking (well, or at least so some of you have told us) , “…valuing diversity sounds great, but it takes work.” Yes, it does…hard work that pays off in the long run!
Companies that diversify their workforces have a distinct competitive advantage over those that do not, especially in the coming years as the diversity of our population increases as does globalization in business.
So…how do YOU define diversity – what does diversity mean to you?