Many organizations suffer of low worker engagement. Sorry to say, several of the symptoms may not be linked to the problem. Does your organization suffer any of these?
Feelings of entitlements
High employee attrition
Bad time usage
Poor job quality
Excessive employee and customer disputes
Conflicts at the workplace
Refusal to listen and change
These are typical marks of unengaged employees. What can you do about it? What has produced this situation? Is this destined? Does the trouble lie with staff or management or it’s more difficult than that?
Mistake Number One
The mystery to staff engagement isn’t in leadership training, it’s not in staff engagement training, it is not contained in staff satisfaction survey, it is not in seminars, books or DVDs. Sadly, theory taught in the classroom deliveres very little long-term benefits. It is ongoing application that delivers the difference.
Mistake Number Two
The secrets to worker engagement isn’t in knowing the differences in workers in the company. Knowing Generation X & Generation Y, Millenials, Baby Boomers, minorities, or religions, does not matter. Universalizing or stereo-typing like this will force you to improper conclusions will probably harm the opportunity to create worker engagement.
Mistake Number Three
This is the single major error. The secrets to engaging staff isn;t assuming that staff are like you. Don’t think they own sterotypical needs, values and desire to be treated as you like.
Humans are wildly different
It’s no surprise people are hugely dissimilar, so much diverse it’s as if they came from different galaxies. What can motivate and engage a person may iritate or dis-engage others. What constitutes self-interest for one employee will not for others. The seperations are there regardless of the diversity of the group.
As early as the 5th Century BC, Hippocrates described groups of human characteristics, each group extraordinarily different yet equally significant in its own way. There have been a lot of adaptations and developments of these fundamental groupings over the decades.
Therefore what is the Secret to Improving Employee Engagement?
The answer is closed away your staff, in their values, beliefs and needs. Each of us possesses unique intrinsic drivers and unless a director knows how to aligning with these, it will be grueling motivating and engaging employees over the long term.
If you want the answer you must find out what it is “they” need. If it is not in their interest employees are not apt to want to do it, or they undoubtedly won’t continue doing it.
To gain access to the information you must talk to your staff and have systems to assist you in quantifying the fundamental indicators that produce employee motivation and engagement. These systems have got to also support you in the alignment procedure. Armed with the insights and tools, you can then have a framework for enhancing employee engagement and motivation over the long-term. Without a framework you will fall into the biggest error of treating employees as you want to be treated. As humans we too easily fall into this protected zone.
When leaders are able to put this system in place and execute it continually their hard work are most often met with with a reciprocal effort from the staff.
If you pursue improvements at the one to one level, and execute towards the one to many level, you can enhance your company culture and experience extraordinary outcome.
Jim Rembach is the Chief Spokesman for Beyond Morale Online Employee Engagement system. Stop and visit http://www.beyondmorale.com/blog for insights to improving employee engagement now.