I know that many companies have employee engagement, productivity and profitability problems.
This situation creates big loses in profitability and contributes poor customer loyalty and loss in market share. This means that they waste their money!
For example, a company had 85 employees in 2014 and 81 in 2015. In one year, they lost 48 people and hired new ones. It is clear that they have lost their money through high turnover and disengaged employees.
Today, social media has a great power. Product recalls are a brand's worst nightmare. Look at the internet. You will see many recalls. Think about the cost and damaged company images. This is the worst situation!
As a senior operations executive, board advisor, artisan chocolatier and management consultant, I help the companies in food safety management, coaching/mentoring, innovation and R&D, and performance and productivity.
I started ‘High Performance and Productivity’ training to the companies in Turkey and globe in this year. I help and follow these companies. It is a big pleasure to see their increasing performance in employee engagement, productivity, cost improvement and customer loyalty.
According to my intensive experience in the pharmaceutical and baby food industry operations, there is a well-established connection between employee engagement and key performance outcomes. These are:
- Customer ratings
- Quality (defects)
- Turnover (for high-turnover and low-turnover organizations)
- Safety incidents
- Patient safety incidents
- Shrinkage (theft)
Gallup researchers studied 49,928 work units, including nearly 1.4 million employees.
Only 13% of employees worldwide are engaged at work, according to Gallup’s report. This shows that engaged employees are rare.
Gallup research shows that engaged employees create:
- 10% increase in customer ratings
- 22% in profitability
- 21% in productivity
- 25% decrease in high-turnover organizations
- 65% decrease in low-turnover organizations
- 28% decrease in shrinkage
- 37% decrease in absenteeism
- 48% decrease in safety incidents
- 41% decrease in patient safety incidents
- 41% decrease in quality defects
We can classify employees as engaged, not-engaged and actively disengaged.
Engaged workers work with passion, and commitment to drive innovation and move their business forward.
Not-engaged workers work with weak energy and passion. They sleepwalk through their day, uninspired and lacking motivation. They have little or no concern about customers, productivity, profitability, safety, or quality.
Actively disengaged employees are unhappy. They infect other workers and create a toxic culture in the organization. This can damage the organizational alignment and customer image.
Apply these eight strategies in your organization to build a constituency of engaging employees:
1. Make regular employee engagement survey. Obtain specific, relevant and actionable data. The data should be in strong correlation with the key performance indicators of the organization.
2. Identify barriers to engagement and focus on opportunities. This will maximize organizational alignment and deliver improved performance, productivity, innovation and better workplace experiences.
3. Work with the right and inspiring managers. Companies should treat the manager role as unique and select the right managers that have intensive experience, know-how and strong skills. Great managers empower their employees, recognize and value their contributions, and actively seek their ideas and opinions. Competent, passionate and hands-on leadership is essential for the employee engagement. Creating a candor effect in the organization, showing a genuine interest in employees and investing time in understanding their needs and aspirations will help send the message that their contribution is recognized and valued.
4. Coach managers and hold them accountable for employee engagement. Companies should coach managers to take an active role in building engagement plans with their employees, hold managers accountable, track their progress, and ensure that they continually focus on emotionally engaging their employees.
5. Develop and implement engagement goals in realistic, everyday terms. The engagement goals should be meaningful and obtainable to employees' day-to-day experiences. They should describe what success looks like and use emotive language to build commitment within the organization. Great managers integrate employee engagement fully into the business’ objectives.
6. Maximise growth and opportunity Engaged employees are given the opportunity to adequately use their skills, and are encouraged to stretch those skills in order to progress. Offering regular training and development opportunities can help them advance within the company, and provide clear and consistent feedback on how they can improve their performance and achieve the business goals
7. Create recognition and rewards. Employees should be motivated, recognised and rewarded for their best efforts and higher performance.
8. Build people-focused culture Great managers who establish a work environment in which people feel valued, heard and a sense of camaraderie is critical to employee engagement in today’s complex business operations.
Finally, I have to define that a company’s best asset is an engaged workforce.
Therefore, I can help and show you the way to a more engaged, motivated and productive organization to improve your employee engagement and key performance outcomes.
Can your company afford not to think about employee engagement?
Yusuf Tokdemir is a available to help you as a senior operations executive, board advisor and/or management consultant in your multi-industry operations to solve your complex problems and training needs. You can reach me by
T +90 533 3938268
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