No offense to Pharell Williams, but does the climate in your company feel like “a room without a roof” to your employees? Do you truly have engaged staff at every level working to the mission, vision and values of your company? If not, then you may want to read this.
Many business owners and management personnel believe that employees should just be happy to have a job however, if you want more out of your employees, you have to be willing to take them on the journey to success with you. Let’s face it, there is a reason why Jane comes in at least 15 minutes late every day or she’s late for every staff meeting.
Employee engagement is more than just job satisfaction or emotional attachment to an organization. Fully engaged employees are enthusiastic and are in full alignment to apply their talents to the organization’s priorities, which is a win-win for the employee and the company. In other words, there is value; so if Jane isn’t valued by the organization that she works for, how valuable could she possibly be to the organization if she is not allowed to fully apply her talent in a meaningful way?
Pride and commitment are important ingredients in every organization. They contribute in whole or in part to maximum satisfaction. However, we have found that fully engaged employees stay because they find meaning in the work they do to achieve company goals. In other words, they find value!
Dis-engaged employees on the other hand eventually provide no value to your business when they are not able to show case their talents, give meaningful feedback to the business and work on special projects and tasks, or even have a path for career growth. So the result is that they are often late for work, late for meetings, call out sick (when they’re not), miss the dead line, have discipline issues, etc. They are focused on the ‘lack’ of value in your organization. What a distraction! How hard can it be to include an employee in the day –to-day decision-making to foster value?
Okay, so maybe your staff may not be making the hard and fast decisions that you would, however, they can be key contributors to your overall decision-making. Think about it, do you make a decision based solely on your experience, and when you may have done the job, or what you think should be done, or do you have conversations with staff that are actually doing the work right now to get their feedback?
Studies have shown that employees who are asked for their feedback regularly about the work they do and the impact it has on projects, work deadlines, customer satisfaction, etc. are more creative, think more critically, and produce better products or services within the organizations they serve. Most often we think that if we ask our staff to provide feedback that they will want more money and sometimes, that may be the case, however, whenever you give an employee a project, task or ask for feedback, it show cases their ability and adds value. That value goes a long, long way resulting in happier employees, which equates to happier customers and better bottom-line results!