I have to say that employee engagement impacts upon key business and performance metrics against local and global competition.
Today employees want to have more opportunities and better living conditions. But we are living in an uncertain, complex and highly competitive business world. There are a lot of changes in technology, services, customer demands and living style. How companies should compete and have a sustainable growth and profitability in a globalized business world, this is a big question about leadership.
I believe that leaders are the ultimate owners in creating a culture of engagement.
My experience in the pharmaceutical and food manufacturing operations is the proof of this. I know that the capability of a leader depends on her/his experience, know-how skills and the level of the emotional intelligence. Emotional labor capacity is a crucial factor in employee engagement. As an agro-food industry operational competitiveness executive, I help the companies how they will achieve high employee engagement, reduce the costs and increase the productivity.
Truly effective managers create the right environment for employee engagement. They have a vision of success founded on the highest levels of integrity and credibility. They have the capability of injecting emotional energies such as passion, enthusiasm, excitement and create long-term competitiveness and innovation capability of the organization.
Now look at these figures. Only 30% of U.S. employees, and 13% worldwide, are engaged, according to the Gallup survey. This outputs that the vast majority of employees worldwide is failing to develop and contribute to the productivity.
Gallup's research shows that about one in 10 people possess high talent to manage in an organization. These 10 percent, when put in manager roles, naturally engage team members and customers, retain top performers and sustain a culture of collaboration, innovation and high productivity. This culture shows itself as “how can I help you”.
What is the problem?
According to Gallup Survey, companies miss the qualities of high managerial talent in 82% of their hiring decisions. I believe that this is an alarming issue for employee engagement and the development of high-performing cultures in the business. This situation creates serious engagement problems in companies. This contributes to the failures in quality and productivity, and loss of customer loyalty and market share in the age of social media.
- There were safety recalls and affected 22 million cars in 2013. Another, recalling was 1.8 million boxes of food in 2015.
- 70% of managers are weak in development and they depress their employees in the USA and this costs the U.S. $550 billion per year according to the Gallup Survey. This is related to the lack of consistency of managers in how people are managed.
Therefore, I want to summarize employee engagement:
Employee Egagement=Employee Motivation= Employee Performance= Employee Productivity= Systematic Innovation = Growth & Profitability =Customer Loyalty
In other words, employee engagement shows the efficiency of employees in expressing themselves cognitively, emotionally and physically during role performances. These are:
If employees engage with their jobs and employers, they are more productive according to researches. They work more efficiently to achieve a high performance organization. If they are highly engaged they will output twice as likely to be top performers.
In 2009, Harter et Al. Conducted a survey and they detected that an 18% drop in productivity between top and bottom performers in employee engagement and there was a 60% drop in quality in products ( defects).
In another survey, Gonrig 2008, it was found that there was a serious 1,000 percentincrease in errors among disengaged and engaged employees in Fortune 100 companies.
Higher Engagement will create lower absenteeism, higher focus, morale, trust and motivation. This will create increased productivity and efficiency.
In a survey made by Harter et Al. 2009, they found that absenteeism is 37% higher in scoring the bottom 25% on employee engagement and this will affect their productivity and overall efficiency.
Employee safety is another critical factor in obtaining higher engagement. If employees are not engaged, they will focus less on their work and they will make mistakes. This will create serious implications for industries in which safety is an important factor for employees.
Harter et al. in 2009 found that top 25% performers in engagement have 49% less safety incidents than bottom 25%.
In another study it was shown that 70% of workplace accidents occur due to unsafe behaviours of employees.
Lockwood studied the average cost of a safety incident for a non-engaged employee was USD392 and for an engaged employee was USD63.
Please note that human and financial cost of safety incidents will cause serious issues on employee engagement and it will negatively affect productivity, product quality, organizational alignment and customer performance.
It is evident that engaged employees are less likely to leave their job. Because their emotional commitment is higher than disengaged employees.
In a survey it was detected that the most engaged employees are 87% less likely to leave their organization. For example this study showed that the average voluntary turnover rate is 13% in 100 best places to work while 28.5% in other business in the same industries.
Higher employee retention rate shows the impact of higher employee motivation, trust, morale and effective organizational alignment. So that companies will keep and improve their organizational knowledge and focus effectively on company purpose to create a high performance organization in a superior commitment.
4- Customer Loyalty
I have to say that every person in the organization are customers. They can recommend a business to others if they feel positive in the company. If they engaged well they become more customer focused. They are brand ambassadors. A survey showed that top 25 engaged organizations had 12% higher customer ratings. This is a big impact on business success. We are living in the world of social media, therefore we have to have highly engaged employees who they produce quality products and services and share their experiences in different social media platforms that we can’t control everything. They will interact with customers and share their experiences about company, products, services and culture. If employees are not engaged well this will create failures in long-term company success.
Higher Engagement creates higher voluntary efforts. This improves client service and contributes better customer experience. So that company will obtain increased customer loyalty.
Employee engagement has a positive effect on profitability. Because employees are highly committed and focused in their works. So that employees will have effective communication, collaboration, trust, recognition and hard work to achieve the company purpose on time. The top 25% organizations in employee engagement had 16% more profitability. This shows the importance of employee engagement about the profitability.
6- Competitive Innovation
Employee engagement is important to create an innovative culture in any organization. If they are engaged they will work effectively, improve their work continuously and create a systematic innovation culture that contributes to a sustainable growth and profitability.
I have to define that senior leadership should focus on employee engagement and focus on the business risks, key contributors, engagement barriers and culture. Therefore they have to ask the following questions and take necessary actions accordingly to achieve the highest performance.
1. How engaged are the employees?
2. What are the results of high engagement in terms of the productivity, operational excellence and organizational agility?
3. How can we drive their full commitment and volunteer extra efforts for the job and the organization?
Of course leadership should understand work and lead employee needs and frustrations. They should assure rational and emotional commitment to achieve high performance and retention. Please note that emotional engagement is four times more valuable than rational engagement in commitment to working effectively.
Another important point is the leader/manager activities and attributes that are enabler of employees’ commitment and focus to their jobs, teams, organizations and strategic purpose.
Excellent leadership should know that employee engagement drives high performance and ensures long-term success of the business in growth, profitability, competitive advantage and higher customer value.
How do you create and sustain a high-engagement in employees to achieve a high performance in your organization?
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Yusuf Tokdemir is a senior multi-industry operations executive, management consultant, and artisan chocolatier.
Yusufhas intensive experience and know-how in the manufacturing operations and supply chain management of the food and pharmaceutical industries and management consulting services.
He is available to help you in business start up and execution, manufacturing operations, supply chain management, quality, R&D management, NPDs, food safety, HACCP, GMP, EHS,PSM, factory start up, EU project management, new business development, leadership coaching, strategic growth and profitability, employee engagement, operational excellence, lean manufacturing, organisational alignment, people training and development and innovation management consulting.
Do you have complex operational problems?
Call me +90 533 3938268 or email me at email@example.com
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