Not Excited About Your Job? You Are Not Alone!
15% of employees worldwide are engaged in their jobs (Gallup) and that is why the issue of Employee Engagement is so critical.
12% of businesses are happy with current levels of employee engagement (CBI) and so there is a flurry of activity to learn why employees are not excited about their jobs.
Disengaged employees cost organizations between $450 and $550 billion annually (The Engagement Institute), which shifts the issue into being of bottom-line importance.
Low Employee Engagement continues to challenge leadership across the globe. The low Engagement issue is not going away.
Organizations have launched a variety of strategies to address low Employment Engagement.
However, the harsh reality is that little ground has been gained.
New approaches are needed to deliver higher levels of Employee Engagement and the payoff is well worth trying alternative approaches.
For example, organizations with high employee engagement outperform those with low employee engagement by 202%. (Business2Community)
Futhermore, employee engagement programs can increase profits by $2400 per employee per year. (Workplace Research Foundation)
In addition, highly engaged business teams result in 21% greater profitability. (Gallup)
It is also important to note that companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue. (Aberdeen)
That is why the Success with People Academy has produced a Special Report on the Employee Engagement issue. From it, we address one critical failing of current engagement strategies.
Current strategies of organizations
The most popular methods to manage and drive employee engagement are:
Drafting employee engagement surveys (55%)
Creating culture committees and events (29%)
Offering employee resource groups (20%). (CultureIQ)
THE FAILINGS OF CURRENT STRATEGIES
Data, Committees and Resource Groups abound. Yet, something is missing.
One fundamental weakness of those strategies is the failure to provide easily-accessible, competent, coaching and mentoring across the organization.
Engagement is not very responsive to meetings, special events and policies. Consequently, much more traction is achieved when staff is given ready access to trusted coach-mentors who can empathize, guide, motivate and re-direct them.
Having those skills available at the team leader level across the organization creates impact outside of the reach of committees and traditional resource groups.
The solution is to create cost-effective, empowering circumstances in which more individuals can undertake critical coach-mentor roles.
THE WAY FORWARD
The need for viable engagement strategies is recognized.
90% of leaders think an engagement strategy would help. Less than 25% have one. (Office Vibe.)
Yet, current strategies miss the point:
The secret to boosting engagement is engagement!
A Viable Strategy:
Provide greater access to empathetic, motivating and empowering coach-mentoring.
92% of employees say showing empathy is an important way to advance employee retention. (Businessolver)
70% of employees say that motivation and morale would improve massively with managers saying thank you more. (Reward Gateway)
Use learning and development as the center-piece of this Engagement strategy.
42% of L&D professionals who indicated their employees were highly engaged in learning found they were also highly engaged overall at the organization (Findcourses.com). So, working on strategies to engage staff makes sense.
70% of employees believe training could help them become more focused on the job and better at managing their time. However, 66% have never asked their managers for such training (Udemy).
31% of retail employees said that training makes them feel extremely engaged. (Axonify) Again, training must be a component of effective strategies to address low employee engagement.
Incorporate strong vision alignment through coaching and mentoring
80% of employees felt more engaged when their work was consistent with the core values and mission of their organization. (IBM)
Empower and challenge employees
70% of employees ranked being empowered at work when a problem or opportunity arose as an important element of their engagement. (SHRM)
A TURN-KEY SOLUTION
Smart organizations are solving the low Employee Engagement challenge through a smart win-win arrangement.
The strategy is driven by a simple 3-step plan!
Step1: Select Coach-Mentor Volunteers
Invite carefully selected team members who are capable and interested in coaching and mentoring.
Step 2: Offer the smart win-win arrangement
Offer volunteers Behavioural Coach certification in return for which they coach and mentor other team members.
Step 3: Drive the done-for-you Coach-Mentor Certification Program
Coach-Mentors use prepared resources to empower successive groups of future-leaders including the growing band of Millennials.
This 3-step plan addresses Employee Engagement at multiple levels with huge savings!
Data References: RISE | Access Perks | Office Vibe
Trevor E S Smith and the Success with People Academy team prepare and certify Leadership Professionals and Coach/Mentors and develop Engaged, High Performing Teams.
Hire Smart with their recruitment solutions. Now enrolling coaches in the ICF/SHRM-Accredited Certified Behavioral Coach program. E-mail: email@example.com