It seems one of the new phrases being used a lot in corporate America today, is having employees who are “fully engaged” in their job. Why is it important to have “fully engaged” employees? According to a recent Towers Watson Global Workplace Study, companies with “fully engaged” employees “had operating margins almost three times those of organizations with a largely disengaged workforce.” That is an impressive number. But, an alarming statistic the study uncovered is that only 21% of employees are “fully engaged.” OUCH!

If an employee is “fully engaged” they understand and appreciate what is important to their company and customers and want to help any way they can to enhance productivity, performance and financial results. Employees will give their all (be “fully engaged”) when they feel their company, and especially their boss, appreciates their efforts, loyalty, ideas and contributions. That comes from creating the right culture, properly communicating objectives and how success is measured, and then showing appreciation (in many different ways) for a job well done.

Understand this … the more “fully engaged” your employees are with their job, the greater your company’s financial returns will be. BUT … according to the study, most organizations have a 79% area for improvement: THAT’S BIG! Here is a list of statements that will identify if your company is doing a good or bad job in making their employees “WANT TO” deliver the best they can. If you are in management, the more statements that are true … the bigger the problem you have. If you are an employee … the more statements that are true … the more you may want to consider looking for employment somewhere else, if you aren’t already. (Life is too short to be miserable at work)

  • Your corporate culture is that of management vs. employees
  • Finger-pointing, back-stabbing, blame-passing is everywhere
  • There is little pride for doing a good job
  • Recognition for going above & beyond the “norm” is seldom given
  • Small successes are seldom celebrated
  • Customer complaints are ignored
  • Management seldom looks for the cause why customers are upset
  • Managers, leaders, bosses aren’t focused on challenges
  • Too much emphasis is placed on short-term results
  • Plans for growth are seldom discussed with everyone
  • Bosses or associates are always stealing ideas and taking credit
  • You don’t feel your boss cares about you nor do you trust them
  • There is little if any feeling of camaraderie among peers
  • No one is ever held accountable for their mistakes
  • Different departments/divisions/silos seldom help each other
  • You see no urgency to improve
  • Challenges to current methods is frowned upon
  • That’s the way we’ve always done it, seems to be the rule
  • There is no forum for sharing new ideas
  • Everyone avoids making suggestions to management
  • Most employees have no idea how the company is doing
  • Everyone avoids having to make tough decisions
  • Management has a my-way-or-the-highway mentality
  • Laughter is seldom heard

If five or more of these statements are true … you have a BIG problem. How do you go about fixing a dysfunctional, disengaged company? You fix it by making ALL the above statements FALSE!!!

You Don’t Demand
Employee Engagement
You Create It

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