Strategies for creating a winning w

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.

Results (English) 2:

创建一个成功的工作环境的策略。

敬业的员工-每一个成功企业的心。

为员工解决方案的全球领导者，德科认为当今经济中企业最大的挑战是如何吸引和留住顶尖人才。研究表明，企业招聘和留住一个动机，参与和响应的劳动力更成功比那些没有的。

员工感到从事更有可能更加努力工作，为了公司的利益，因为他们可以直接看到他们的贡献是它的成功。

这些员工的效率更高，他们产生更高质量的结果，由于其较低的周转率，他们甚至节省时间和金钱要招收和培养他们的更换你的公司。

不要等激励。
忙，在他们的工作满意的是谁的员工对贵公司的成长和成功的一个主要的影响。同理，脱离员工能有对你的组织能力，成为或保持行业领导者的负面影响。事实上，专家估计，脱离劳动力的运行成本为数万亿美元。然后，根据最近的一项盖洛普民意测验显示，小于百分之30的北美工人要求得到充分参与工作。这是个好机会，至少有一些剩余的百分之70为你工作！

如果你还需要的另一个原因是一个从事劳动力是如此的重要，认为这：70000000婴儿潮时期出生的人的退休年龄将在接下来的15年中，许多企业和整个行业已经很难吸引新的人才特别是在特定的技能水平的要求。由于萎缩的劳动力，在许多行业即将到来的工人短缺对企业提供比一个高工资和良好的福利
压力增加
与薪酬往往非常全面相似，很多员工都在寻求其他非财务收益。晋升的机会，一个积极的，富有挑战性的工作环境和看到他们的日常对组织的贡献的影响是普遍的原因接受位置的能力。

在你的公司发展的人才和培训员工晋升到
领导职位是你为未来做准备的理想方法。它通常是更快和更有效地促进从您自己的排名而不是新的人才在组织外部搜索如果你有强烈的职业发展计划。想象一下，成交量减少，可当你的员工对他们的工作感到兴奋感和对您的承诺。

知道他们的立场。
确定员工都是创造一个获奖作品
环境的第一步。通常情况下，员工的工作热情的人，觉得公司深厚的联系是那些驱动创新，要主动，提供更高质量的工作和运动组织向前发展。

的聘用员工的另一方面是积极的员工行为脱离实际上他们的不幸。他们是最不利于你的组织，因为他们可以感染你的负面看法的团队里的其他成员。这不仅降低生产率，它可以使你的团队的关键成员在寻求新的机会离开。识别这些雇员和解决不满的原因是至关重要的。如果积极脱离人不能或不愿激励和调整，它可以从对整个团队的良好的组织是必要的removethem

在积极脱离员工中间预留
不从事-从本质上讲，这些人是“签出”。由梦游通过他们的工作，他们只把时间没有精力或热情为他们的工作。因此，他们可以产生负面影响工作效率和工作质量。幸运的是，那些陷入这样的中间地带，通常是重新加入最有潜力的。

认出什么驱使员工。
一旦你有了一个粗略的想法，这组您的员工大多数陷入，它是采取行动的时候了。创造一个让员工觉得他们的贡献是组织的整体成功的整体环境可以是一个挑战，但它肯定是值得的。事实上，员工的参与度最高的驱动程序是相对简单的：
在员工福利
•管理的兴趣•从高级管理
•具有挑战性的工作
•决策权和输入
•的职业发展机会
•协同工作环境
•资源来完成的

激励从里面出来的清晰的远景。
热情是必须来自于每一个员工。然而，让一个人可以不为别人-你的挑战是创建一个整体的“胜利的工作环境”，鼓励员工相信它的工作。

•定下了基调。
突出贵公司积极的态度，你在一般的位置和生活有重大影响的士气。你的态度进行了那些你管理，所以重要的是每一天开始和结束的一个积极的。简单的问候，热情的问候，并与你的团队成员交谈可以帮助保持员工的激励。

•给他们想要的东西。
如果员工希望他们的工作更多的反馈，或更多的责任，给他们！人是积极参与的
组织的成功应该鼓励这样做。允许一个负责任的员工做出更多的决定或要求他们对一个业务问题的输入。当你最好的人会觉得自己的才能和贡献的价值，他们更有可能保持主动。

•小小的赞美却
提供真诚，有针对性的赞美。大多数人能感觉到当经理正在sinsincere，或提供反馈的一般而不是评论一个特定的
成就。因此，确定每个员工需要赞美量和施舍它适当的时候。一些，像新的或无经验的工人通常比他们更有经验的同事，更需要

记得赞美，等待时间过长，赞美员工并没有鼓励他们重复他们的行动。首先，记住基本原则：公开赞扬，训诫的私人投资。

•识别方案。
公司范围或区域的比赛为员工争取成功的额外奖励。这是员工的光泽和他们给你一个机会来报答你的高层人士和公开承认他们的贡献的好机会。
当决定参数为一个竞赛，别忘了员工在这一领域，其结果是不容易量化的工作-即，非销售职位。通常这些人会对你的生意有重大影响，一个没有任何特殊的奖励他们的工作长时间呢。

找出更多关于一个好的招聘人员可以帮助你的团队和你的公司成功，请联系Adecco的代表今天。

阅读更多的正式版下载。