|Can You Afford Employees Who Are Unmotivated and Incompetent?|
Motivated and Engaged Employees Generate Powerful Results
One of the biggest issues facing many businesses is how to motivate and keep workers engaged with their jobs. Employee engagement goes hand in hand with high job satisfaction, lower employee turnover and better productivity.
Employee Engagement Definition
Our definition of employee engagement is the employee’s connection to the work, the organization, their customers, the leaders and the connections they have with their co-workers. Engaged employees stay with their employers, have higher levels of job satisfaction and make significant contributions. Employee engagement is not optional, but an essential requirement to achieve organizational results.
A 2010 survey conducted by the Conference Board showed only 45 percent of Americans are satisfied with their work. This is the lowest level ever recorded by the Conference Board in more than 22 years of research. Businesses that fail to improve job satisfaction not only risk losing their high performers when the economy improves, but it is way more expensive to keep unmotivated and no longer competent workers. A large percentage of unhappy employees are staying just for a paycheck. As a result, many organizations are hamstrung with employees who are only performing at a minimal level. Instead of taking action, they accept it as a matter-of-fact. What a pity.
When working with business owners and executives, it is sometimes useful to put a dollar figure on what disengagement is costing their business. To do this, I ask them to participate in a simple exercise. I give them a piece of paper and they draw a square with four quadrants. Then they divide and place a percentage of their workforce into each of the four quadrants.
For the sake of brevity, I will just cover the first two. The first one is the engaged and competent quadrant. We want to see a big number in that square, but rarely does that percent exceed 30%. The second quadrant is called, unmotivated and incompetent. These people were once motivated, but for some reason they changed. I then ask them to put the number/percent of their workforce in this section. Sometimes they even put names of people inside that square. The next step is to take that number and multiply it by their average salary. Now the cost of disengagement becomes a painful reality. We go through the next two quadrants asking several more questions. This is not a motivational exercise for most people, but it does create a powerful discussion.
How do we fix it? How do you transform people into engaged and competent employees? You have to spend the time to find out why. “Feel good” programs usually don’t help and can even make the problem worse. Taking the wrong action can end up costing you even more money. This is where the rubber meets the road.
Here are a few questions you can ask to determine how well your organization is engaging employees:
1. Do employees feel what they are doing is important? Are they connected to the organization’s goals and mission?
2. Do employees understand their role? Do they know what goals and objectives are required from them?
3. Are there special development programs for top performers? Are they recognized and rewarded for their actions?
4. Do employees feel as if they are advancing in their careers? Are they growing, developing and improving themselves?
5. Are employees getting frequent and regular informal feedback on their performance? Do they get it more than once a year?
6. Does the employee have a good relationship with his immediate supervisor?
7. Does the organization have strong values, a compelling vision and inspirational leadership?
8. Are employees talents matched with their jobs? Does your organization do a good job hiring the right people?
Find out how your organization ranks with our employee engagement survey tool. Call 770-860-9464 or fill out our contact form on Chartcourse.com.
|Important Workforce DatesEmployee Appreciation Day (March 4)|
Employee recognition is a powerful motivator. This is a day set aside to remind employees of how much they are appreciated.April Fools’ Day/Humor at Work (April 1)
Levity on the job can help build rapport, but humor should never be mean-spirited or at the expense of others.
National Employee Benefits Day (April 4)
Administrative Professionals’ Week (April 24-30)
Take Our Daughters and Sons to Work (April 28)
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DISC Certification Training Webseminar
Individual DISC behavior styles and preferences have a direct impact on our interpersonal relationships at home and at the workplace. People differ from each other in fundamental ways including their values, behaviors, talents, temperaments, wants and beliefs.
This is a behaviorally-based communication workshop. Participants will learn how to communicate using the DISC language as a way of understanding themselves and others. The workshop incorporates a behavioral assessment to give a more complete understanding of what DISC is and how to use it to interact with others and to appreciate others’ behavioral styles.
More information Simple Employee Appreciation Tips and Techniques
The Talking Stick
Management by Fooling Around
Man (Person) Overboard Award
Choose Your Own Reward
Tech Engineering Bucks
After Dinner Phone Call
|TOOLS, PRODUCTS & RESOURCESWorkplace Motivation Individual AssessmentThe Workplace Motivators report helps clarify the six inner drives people bring to the job. What motivates employees to sell, manage, service or connect with customers the way they do? What prompts an employee’s enthusiastic response—a happy customer, a big sale, a tough problem solved? Why do they differ? How can you place the right people in the right jobs and motivate them to achieve more for the organization? The answers to these questions are all based on values. Values are the drivers behind our behavior; what motivates our actions. With the knowledge of values, we can encourage employees in a way that satisfies their inner drive. We can determine if their position will be rewarding, based on the values they hold. This report helps illuminate these motivating factors and attitudes and enables you to understand the driving forces behind their decisions.|
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