Apr 12, 2011

Improve Company's Performance - How and Why Engaged Employees Will Help You


Over the years we heard a lot about motivation, engagement and the need to improve it.

Following (yet another) recession i.e. lay offs, it seems that remaining workers should have enough on their plates to be ''engaged''. They better be, right? That only sounds logical and might even seem that way, seeing them rushing around, some with deep frowns on their faces.

Engaged employees add to your bottom line, (productivity and profitability), produce more satisfied and loyal customer on the way, and are more loyal and committed, which lets you enjoy lower retention rate and increased safety rate. Engaged employees get sick less often, too.

So how do you help sense of emotional fulfillment, contribution, growth and belonging? How do you try to meet emotional needs of employees and manage-lead them towards engagement?

If you are a manager engagement starts with you.

Simpy put - the more employees are engaged the more work they will do and the better that work will be.


What are the elements of worker's engagement?


This will interest you and your organization if you are into productivity and success.




What Can We Learn from Gallup Research?


Gallup conducted thousands of interviews in all kinds of organization at all levels and in most industries and in many countries. In case you don't have the book,(The 12 Elements of Great Managing), these 12 statements emerged from Gallup's research as those that best predict employee and work group performance.

To manage towards engagement, leaders must apply 12 elements to every worker every day.




12 Elements of Great Managing for Performance


1. I know what is expected from me at work


2. I have the materials and the equipment I need to do my work right.


3. At work, I have the opportunity to do what I do best every day.


4. In the last seven days I have received recognition or praise for doing good work.


5. My supervisor, or someone at work seems to care about me as a person.


6. There is someone at work who encourages my development.


7. At work, my opinion seems to count.


8. The mission or purpose of my company makes me feel my job is important.


9. My associates or fellow employees are committed to doing quality work.


10. I have a best friend at work.


11. In the last six months, someone at work has talked to me about my progress.


12. This last year, I have had opportunities at work to learn and grow.



Not only I recommend these elements (and a book) because it is backed up by decade long research, but because it is in line with what I observed was important to me as an employee, and my success as a manager and leader.

These are the elements you and your managers should know about, or apply them regularly before you start thinking about any leadership development course. If you don't agree feel free to say why not exactly.



Questions For You

How would you or your employees feel about each of the statements and why?

What of these 12 Elements do you find most important or successful in driving productivity and profitability of your teams and which ones seem to be causing problems?


To get more articles, updates, free or special offers, and to download my e-book''Productive Executive/Manager - Manage Interruptions at Work'', join the mailing list if you haven't done so already.


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