Sustained superior productivity is founded in Watson Wyatt’s Four- Factor Model Of Employee Effectiveness. The first two foundations are apart of employee engagement – commitment and a clear vision. Productive organizations also excel at enablement and integrity.
Enablement means that the employee has the tools, skills and information to perform the task or job. Integrity is when the organization’s values and behaviours mesh with the employee’s values.
How do you promote employee efficiency?
1. Build commitment to retain and motivate employees
2. Provide a clear vision to move forward
3. Ensure the resources and training to get the job done
4. Ensure a moral compass in which behaviours align with values
Integrating Employee Engagement And Effectiveness Into Organizational Health
Ever since 1981 when the “Great Place” lists were started, employees have said and continue to say that a great place to work is one where you trust the people you work for, take pride in what you do and enjoy the people you work with.
Organizational health reflects these criteria and is produced when employee effectiveness is based on a solid foundation in health promotion, illness prevention and management.
We trust the people we work with when they regularly communicate and encourage us, when we can trust them to do the right thing for the right reason and when we know that they will support me if I become ill.
We take pride in what we do when we are rewarded for our good performance, when it is connected to organizational success and when we are given the resources to do a great job.
We enjoy the people we work with when we are provided with the information we need to do our job effectively, when we are encouraged and supported to stay healthy and when the environment we work in is challenging, fun, safe and fair.
The Engagement Gap is the gap between the engaged employees and the disengaged employees.
The Towers Perrin Global Workforce Study found that:
- Just 21% of the are engaged in their work, meaning they’re willing to go the extra mile to help their companies succeed
- Fully 38% are partly to fully disengaged
- Firms with the highest percentage of engaged employees collectively increased operating income 19% and earnings per share 28% year to year
- Companies with the lowest percentage of engaged employees showed year-to-year declines of 33% in operating income and 11% in earnings per share
- More than 80% of engaged employees believe they can and do contribute to the quality of products and services, and to customer satisfaction
- Only half as many of the disengaged employees believe they can and do contribute to the quality of products and services, and to customer satisfaction
- Less than 5% of engaged employees said they were actively looking for another job
- More than one in four of the disengaged employees said they were actively looking for another job
People’s views about the company are also shaped more by senior leaders say and do than by what the
individuals’ direct bosses say or do
- Only 38% of employees surveyed felt senior management communicates openly and honestly
- 44% agreed senior management tries to be visible and accessible
- 10% of employees agreed that “senior management treats us as if we’re the most important part of the organization.”
- More than half felt that senior management “treats us as just another part of the organization to be managed” or “as if we don’t matter.”
Biggest Reason For Disengaged Employees: Failure To Explain Why They’re There
According to a survey by Right Management Consultants, the biggest reason why most employees are disengaged is the failure of their employers to communicate their business strategies to all.
According to the survey:
- 28% of surveyed organizations limit such communication to only their leadership teams
- 24% have not yet communicated this to all employees
- 15% are uncertain of the best way to do this
Does your company communicate effectively?
Is engagement important to your decision makers?
What can your company do to engage more of its employees?
Leave us your comments!