A 5% increase in employee engagement is linked to a 3% increase in revenue growth in the subsequent year*. So, only by helping our people become more engaged with their work can bring us the yearly target increase. Isn’t is the manager’s job? Or at least, a part of it?
Managers are so into operational work that they can’t even think about the level of engagement of their teams.
According to one survey, the average amount of time that some employees spend on personal activities at work is somewhere between 1.5 and three hours a day*.
One Swedish bank clerk said he was only doing 15 minutes’ worth of work a day.
Two years ago a civil servant in the German town of Menden wrote a farewell message to his colleagues on the day of his retirement stating that he had not done anything for 14 years.
How many of your people can say something similar?
We can blame them (those who are really working 1 hour per day), but who’s to in charge here?
We don’t look for the guilty one, but for solution not to be in that situation:
- Strategic Targets to Optimize Employee Engagement
- Begin with the End in Mind. What performance metrics should we be thinking about?
- Design for Engagement, Not Trends. Are we targeting our employees’ learning preferences?
- Realistically Evaluate Resources. How much budget, time and resources will we need?
- Get Employee Buy-in Early. How do we maintain employee engagement from start to finish?
- Breakup Lengthy Training Modules. How can we abbreviate our modules to optimize their effect?
Have a great start in 2016 and more engaged colleagues!
*The Marcus Buckingham Company survey