Source | LinkedIn : By Rajesh Athihalli
What differentiates successful companies from the lesser successful ones? And how do some organizations zoom ahead while others hit pay dirt, though starting off with similar business ideas and capabilities?
If you look closely, successful companies have happier, more engaged teams and employees who are super – productive because their behaviour at work is energized, focused and aligned to the needs of the organization. Engaged employees work hard to make your company achieve its goals. They are emotionally committed to your success. So they are the real superstars, without whom your firm flops.
The engagement –profit chain is indeed real. If you have more engaged employees, your company will have higher productivity, profits and yes, stock prices.
No wonder today we are talking about how you can enable your employees to have the #BestWorkDay every day.
The truth as it exists today is that employees worldwide are not happy at work leading to an engagement crisis that hampers the execution of almost all your business goals.
And the stats surely agree. According to Gallup only 30% of US employees are engaged at work. Conditions worldwide are even more dismal with Gallup’s new 142-country study on the ‘State of the Global Workplace’’ suggesting only 13% of employees are engaged at work, or in other words, about one in eight workers is emotionally committed to his job and likely make discretionary efforts in achieving organizational goals, which is what engagement really is.
The Interact / Harris poll – HBR June 2015, sheds more light on the employee part of ‘employee engagement’.
According to the poll-
- 63% of surveyed employees are disengaged at work because their achievements are not recognized
- About 57% of them just don’t know how they’re contributing to their organizations or what is it that they’re accountable for
- The poll throws up one interesting fact though, salary, by itself, doesn’t figure in the overall scheme of things.
How can you make every day the #BestWorkDay for your employees?
There have been numerous studies on talent engagement over the last decade focusing on measurement of employee engagement as well as to identify work-related factors leading to it. Ruyle, Eichinger & De Meuse cite eleven factors affecting engagement:
- Strategic alignment
- Trust in senior leadership
- Immediate manager working relationship
- Peer culture
- Personal influence
- Nature of ‘my’ career
- Career support
- Nature of the job
- Developmental opportunities
- Employee recognition
- Pay fairness
These factors or drivers are within your organization’s control, are actionable and crucial for your organization’s success because they affect game- changing outcomes like productivity, top talent retention, and customer loyalty. Engagement indeed is the lever for achieving all your business goals.