By Lynne Pope – New Level Advisors
Employee engagement remains a critical problem not only for businesses but for the economy. The statistics are challenging as research continues to show that 60 – 70% of all American employees are “disengaged” from their work. That means, for whatever the reason said employees do not feel secure in their position -perhaps because of many years of downsizing, rightsizing, or watching friends and loved ones go through the process of being terminated.
There are other more substantial reasons that employees feel disengaged: it usually has to do with the managers and/0r the culture inside an organization. Many companies are short of staff, reluctant to add more staff, which often results in a staff that is overworked. Oftentimes, employees do not feel a good relationship with a manger , and such employees do not feel supported let alone treasured. Thus when given a situation where a difficult decision has to be made, the disengaged employee, instead of doing the best thing, will oftentimes default to the “easiest thing”. This can have catastrophic results for organizations especially if they are strongly dependent on good customer service.
This means that the employee can get the problem off his or her plate – pass it on to a colleague, often creating more work, less efficiency and very little positive good for the client or customer. Reactions such as these often cost the organization a lot – through loss of efficiency – lessened brand, dissatisfied customers, all of which can have a profound effect on your bottom line.
Recent studies of the effects of employee disengagement shows three key drivers that affect employee satisfaction and engagement in their work:
• Relationship with the immediate supervisor
• Belief in senior leadership
• Pride in working for the company
Companies with visionary leadership understand the detrimental impact of continued employee turnover – which is expensive and disruptive. While the days of beginning a career and then retiring from the same company are probably long gone, some experts believe that turnover rates may rise as high as 65%. This could have a dramatic effect on the bottom line for any company.
So what are wise visionary leaders to do? The same study revealed that employees with “caring” supervisors – those who care about their employees’ personal lives, take an interest in them as people, and care how they feel and support their health and well-being. These managers are more “person-centered” and effectively create an engaging environment where the employees “are more committed, dedicated and motivated to make the organization a success”. * With happy employees, there is likely to be more customer engagement, a resulting increase in sales and profits.
The paradigm shift has started. Employees are one of the biggest investments made by a company – and they are no long just an “asset” to be managed. Rather they are individuals who are in a position to use creativity and innovation that will result in further success for the company.
New Level Advisors, LLC assists visionary leaders to stimulate trust in their organizations and thus motivate employees to reengage with their positions. Engaged employees move up the corporate ladder faster, earn greater incomes, have more expendable income, and the result is a stimulated economy where all in the community can thrive.
Who wins? EVERYONE!! Employees are more satisfied with their work, using more creativity and innovation. Business owners win by reducing unnecessary employee turnover, and with greater sales and profit margins. The community wins because greater growth and profits allows for more expendable income that grows the community.
If you are eager to examine your organization, increase your productivity, reduce employee turnover, and help the community to thrive and grow, please contact New Level Advisors, LLC at firstname.lastname@example.org or contact us at (616) 581-0499.
*”What drives Employee Engagement and Why it Matters” – Dale Carnegie® Training White Paper, 2012.