Mercer revealed this week that nearly 50% of United States employees are “really not happy” as assessed by actively looking to leave or having negative perceptions of their employer.
Bill Taylor of HBR Blog mentions Mark Zuckerberg of Facebook is quoted as saying, “Someone who is exceptional in their role is not just a little better than someone who is pretty good, they are 100 times better.”
If you have a few superstars, does their employee engagement count?
In addition, we are putting all the Google as well as the Facebooks that are the internet’s biggest players. Many companies don’t have the money to pay a percentage of market value for each team member and offering personal chefs within an elegant campus. There is only a handful of those who are the “best and brightest” to have around.
Work is increasingly dispersed by heads-down working in call center telecommuters at home, “free agent” contractors, and globalization. Couple this with a variety of generations of people working together, and you’ll find new challenges for open knowledge sharing, which is a crucial element to innovation that is effective and the real development of culture.
Then there’s the interaction with customers. If your service or product requires frequent interaction with customers, it’s not a good idea to afford to have a large portion of your employees engaged. In the age that is Twitter or social media, a bad impression or negative experience can be spread across the globe in a matter of minutes. It is essential to have employees who are in alignment with your principles and can be creative at every touch with customers.
What are we doing? encourage our employees in cost-effective strategies?
Here are three strategies to boost employee engagement and everything that goes with it:
1.) Establish relationships.
It’s hard to leave a setting that has close bonds. In addition to retention, tenure in a culture that is based on accountability is also a great way to absorb a lot of the knowledge of products as well as customer preferences and values. The development of relationships can be accomplished by simple activities such as lunch and learn occasions and team activities, mentorship as well as internal networks.
Just informing the team about what’s happening and what’s expected is an excellent starting point. A wise man once said in my ear, “Lacking data; people will fill in the gaps with negative fantasies”. This is true whether it’s relating to the financial condition of the business and your perception of your job performance or your strategic plan communication is essential to keep employees on the same page with the company’s goals and focused on real-world issues. What type of communication you use, whether it’s email or online collaboration tools and team huddles or printed newsletters, it’s largely irrelevant. However, online tools – if properly utilized, can provide completely new methods of not only receiving messages but also engaging and fully absorbing the message.
3) Feedback and Recognition.
Through efficient coaching, everyone gets better. It’s either not there or handled badly in most companies, through creating a culture that allows open communication and encourages 360 feedback, the muscle built around continual learning. Recognition of peers, as well as public acknowledgments of excellent results and the years of programming, are all solutions that are systemic. Just getting into the habit of saying “thanks” 3X a day is a great, free-cost start.
For the majority of companies, it’s essential to maximize the employee’s engagement at every level. Each of us has unique talents and perspectives to the table, and organizational success is mostly determined by the capacity to effectively utilize the best of each employee.