In 2015, a Gallup Poll uncovered that only 32% of employees worldwide are engaged at work. The majority (50.8%) of employees were “not engaged,” while another 17.2% were “actively disengaged.” In other words, only one in every three workers is psychologically committed to his/her job and likely to be making positive contributions to the organization.
Chances are most people in your company’s workforce fall into the 68% who are not engaged. So what does it matter – if they are putting in a full day’s work and most have satisfactory performance reviews? According to Gallup, highly-engaged companies have 44% higher operating margins. Yes, workers want regular pay increases, but there’s so much more that goes into a thriving and engaged work force.
If you want to increase your company’s completely motivated percentage, here are 5 keys to employee engagement:
Key #1: Opportunities for Growth and Achievement. Initiate a program to develop talent from within your organization. Excellent employees will stay in a company where they can grow and enlarge their job opportunities. Think about it, how many people do you know who left a position where they were being stifled and pigeon-holed, got a promotion at another company and even returned to Company One at a higher level? While hiring from the outside can bring a different perspective into your business, I’ve found that even when companies implement this, they often do not listen to the “outsider.” Steve Jobs is quoted as saying, “It doesn’t make sense to hire smart people and tell them what to do. We hire smart people so they can tell us what to do.”
Key #2 Responsibility and the Ability to Make Decisions. Give staff autonomy in accomplishing work and making decisions consonant with their level of knowledge and aptitude. Establish clear parameters for how decisions are made and the maximum dollar amount permitted before a higher authority is consulted. Although a person has a formidable title, if she is unable to make even small decisions that affect her and her staff, this will destroy initiative and lead to job dissatisfaction. Each person must feel she has the ability to affect change.
Key #3 Interesting and Challenging Work Assignments. Routine, non-challenging assignments day after day, week after week, will soon have staff looking elsewhere. Which tasks and projects you assign to certain people are dependent on their talents and eagerness to take on something new. This requires you to observe and know what motivates each person to achieve.
Key #4 Recognition. If you run a service business, let your staff visit your customers in their environs. Take them out to lunch with key clients. Reward them with time off, achievement certificates and announcements in your company’s newsletter. Celebrate work milestones, such as work anniversaries, new accounts won or extraordinary service rendered.
Key #5 Advancement. Money is a motivating factor, to be sure. But it’s not what really keeps each person truly engaged. When an employee feels he has mastered his job and reached a plateau, he will become restless. This is especially true for “high achievers.” Make sure you identify those types and look for opportunities to reward them with increased spheres of responsibility and appropriate titles. A little extra money will be expected, of course.
In his book, The 7 Habits of Highly Effective People, Stephen Covey says, “You can buy a person’s head but not his heart. Treat your employees as you would like them to treat your best customer.” It takes an observant and committed supervisor to spot employees who have the talent and drive, but are missing a company initiated opportunity for growth, responsibility, challenge, recognition and advancement. Be sure your management are in tune with their staff’s needs. Employee engagement will result – and your company will be the recipient of a workforce who propel you to new achievement and earning heights.
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