Results (
English) 3:
[Copy]Copied!
Strategies for creating a winning work environment.
Engaged employees - the heart of every successful business.
As the world leader in workforce solutions, Adecco believes that one of the greatest business challenges in today’s economy is attracting and retaining top talent. Research shows that companies who recruit and retain a motivated, engaged and responsive workforce are more successful than those who don’t.
Employees who feel engaged are more likely to work even harder for the good of the company, because they can see first-hand what their contributions mean to its success.
These employees are more productive, they generate higher-quality results and, thanks to their lower turnover rates, they even save your company the time and money it would take to recruit and train their replacements.
Don’t wait to motivate.
Employees who are busy and satisfied in their work have a major impact on the growth and success of your company. By the same token, disengaged employees can have a negative impact on your organization’s ability to become or remain an industry leader. In fact, experts estimate that the costs of a disengaged workforce run into the trillions of dollars. And,according to a recent Gallup Poll, less than 30 percent of North American workers claim to be fully engaged at work. There’s a good chance that at least a few of the remaining 70 percent work for you!
If you need yet another reason an engaged workforce is so important, consider this: with 70 million Baby Boomers set to retire over the next 15 years, many businesses and entire industries are already finding it difficult to attract new talent - especially where specific skill levels are required. Thanks to a shrinking labor pool, the impending worker shortage in many industries has increased the pressure on businesses to offer more than a high salary and competitive benefits.
With compensation packages often very similar across the board, many employees are seeking other non-financial benefits. Opportunities for advancement, a positive, challenging work environment and the ability to see the effects of their daily contributions to the organization are commonly cited reasons for accepting a position.
Developing talent within your company and grooming employees for advancement to
leadership positions is an ideal way for you to prepare for the future. It is often faster and more effective to promote from within your own ranks rather than search for new talent outside your organization - if you have a strong career development plan. Just imagine the reduction in turnover that can result when your employees feel excited about their work and a sense of commitment to you.
Know where they stand.
Determining if employees are engaged is the first step to creating a winning work
environment. Typically, employees who work with passion and feel a deep connection to the company are the ones who drive innovation, take more initiative, deliver higher quality work and move the organization forward.
The flip side of the engaged employee is the actively disengaged employee who actually acts out their unhappiness. They are the most detrimental to your organization because they can infect the rest of your team with negative views. This not only slows productivity, it can cause key members of your team to leave in search of new opportunities. Identifying these employees and addressing the cause of their unhappiness is critical. If actively disengaged people are unable or unwilling to reenergize and refocus, it may be necessary to removethem from the organization for the good of the entire team.
The middle ground between engaged and actively disengaged employees is reserved for
the not engaged - essentially, these people are “checked-out.” By sleepwalking through their workday, they are only putting time - not energy or passion - into their work. As a result, they can negatively impact productivity and quality of work. Fortunately, those falling into this middle ground usually have the best potential for being reengaged.
Recognize what drives employees.
Once you have a rough idea of which group the majority of your employees fall into, it’s time to take action. Creating an environment where employees feel that their contributions are integral to the overall success of the organization can be a challenge, but it is certainly worth the effort. In fact, the top drivers of employee engagement are relatively simple:
• Management’s interest in employee well-being
• A clear vision from senior management
• Challenging work
• Decision-making authority and input
• Career advancement opportunities
• A collaborative work environment
• Resources to get the job done
Motivate from the inside out.
Enthusiasm is something that must come from within each employee. However, what inspires one individual may not work for someone else - your challenge is to create an overall “winning work environment” and encourage employees to believe in it.
• Set the tone.
Projecting a positive attitude about yourcompany, your position and life in general can have a significant impact on morale. Your attitude carries over to those you manage, so it’s important to begin and end each day on a positive note. Simple compliments, enthusiastic greetings and small talk with members of your team can help keep employees energized.
• Give them what they want.
If an employee wants more feedback on their work, or more responsibility, give it to them! Someone who is actively trying to become more involved in the success of the
organization should be encouraged to do so. Allow a responsible employee to make more decisions or ask for their input on a business matter. When your best people feel that their talents and contributions are valued, they are more likely to remain motivated.
• A little praise goes a long way.
Offer sincere, targeted praise. Most people can sense when a manager is being sinsincere, or offering general feedback rather than commenting on a specific
accomplishment. So, determine the amount of praise each employee requires and dole it out when appropriate. Some, like new or inexperienced workers, typically require more praise than their more seasoned coworkers.
Remember, waiting too long to praise an employee does little to encourage them to repeat their actions. Above all, remember the cardinal rule: praise in public, reprimand in private.
• Invest in employee recognition programs.
Company-wide or regional contests offer an additional incentive for employees to strive for success. These are fantastic opportunities for employees to shine and they give you a chance to reward your top people and publicly acknowledge their contributions.
When deciding on parameters for a contest, don’t forget about employees who work in an area in which their results are not easily quantified - i.e., a non-sales position. Often these people may have a significant impact on your business, yet go a long time without any special rewards for their work.
To find out more about how a good recruiter can help your team and your company succeed, please contact Adecco representative today.
Read more by download full version.
Being translated, please wait..
