Recently, we’ve been doing some work with strategic planningclients. And a lot of our discussion is around attracting, developing, and retaining engaged productive employees.
Based on our experience and research, engaged employees (the one’s who feel like they getto come to work rather than have to come to work) are more productive on almost every measure. But what keeps them highly engaged? Most of them say its because they understand their roles and are appreciated for their contributions to the organization’s mission. Benefits, salary, and working conditions are, of course, also important. But those things are really like milk, eggs, and bread in a grocery store. They’re like minimum requirements for getting people to come in the door!
So if you’re trying to attract, retain, and develop top talent, you have to have those things. So how can leaders differentiate their organizations from their competition if those items are largely a commodity to your team?
First, make sure every employee understands how their role fulfills a larger purpose. If an accounts receivable clerk doesn’t realize how getting billing done accurately and promptly affects the organizations cash flow, they may just be going through the motions of getting tasks done. But if they don’t realize their peers might not get paid if they don’t get those bills out, they won’t really see the larger value in what they do and they will be less engaged.
Second, ask your team member’s this simple question. On a scale of one to ten, how happy are you to be working here? Tell them a onemeans you’d be looking for another job if your salary was tripled and that a ten means you’d work here for free if you had the means to do so. Once you have the answer, ask them this. How can I help move that number closer to a ten? You will be stunned at what you learn.
Over the years, we’ve heard things like, “I really need a new computer,” and “I’d like to do something more challenging.” Or they might say, “I need to be able to adjust my work hours a bit to help out with my family.” The mere asking of these questions will help people feel more valued within your organization. And it will make them want to become even more productive.
Obviously, there’s a lot more to be said about employee engagementand productivity. And you have to be careful to pose the questions in the light of what you can control. If it’s possible to deliver that employees request, do it. If it’s not, make sure to explain why it isn’t possible. More often than not, people will appreciatejust knowing why a change can’t be made. But whatever you do, don’t just ignore their response. You’re better off not asking than not delivering one of the two possible responses.
We will talk more about employee engagement in future. So stay tuned!
If you’ve found this information useful, encouraging or might see a way we can improve it, please let us know. And if you thought it was encouraging, forward it to a friend so they can subscribe. If you want to find out more about how Performance Strategies Group helps organizations sharpen their sales skills and processes, builds more self-aware and resilient leaders, or equip more productive teams, find us online at http://www.psghsv.com, or call Principal Consultant, Jim Owens @ 256-426-0305.