This week blogs.cisco.com had a great article on Creating Environments for Better Employee Engagement including some startling statistics on current employee engagement norms.
“In its recent State of the Global Workplace, Gallup reports that only 13% of workers feel engaged by their jobs. On the other end, 63% are disengaged and 24% are actively disengaged. Numbers vary by research study and country, but overall most employees don’t feel passionate about their work, connected to their employers, or that they’re making a difference.”
This statistic is particularly troubling given that we are currently operating in a global environment of perpetual transformation where the rate of change in everything from technology to leadership is such that a dedication to continual growth and education are necessary at all levels to succeed. It’s a good thing that the online education phenomena is in full swing, it’s never been more accessible to get an online MBA or healthcare certification. However, it’s still not enough to stem the global environment of joblessness and debt.
So how do we as leaders prevent and in many cases remedy this current employee malady? We turn to those like Google and Southwest Airlines who are getting it right for guidance:
- Understand what employees are thinking: Use surveys, online forums, and other feedback mechanisms to give employees a voice – and act on what you learn.
- Create an intentional culture: Integrate and articulate values throughout the organization.
- Demonstrate appreciation: Recognize employees in big and small ways to create consistent reinforcement and provide examples.
- Commit to open, honest communication: Make sure employees know what you expect and encourage communication among and between teams, and with leadership.
- Support career path development: Show employees you value their futures by providing mentoring and training opportunities.
- Engage in social interactions outside work: Participate in supporting the communities in which you operate — as a community of coworkers.
- Communicate the culture: Emphasize the “brand” of your culture both within the organization and externally to customers and partners.
It is up to organizational leaders to create, support and participate in an engaging environment in order to reap the benefits that employee engagement offers; productivity, dedication, passion, buy in etc. So, this week rather than offering a Kingbridge Insight we would like you to produce some insight of your own. As a leader, really and truly examine the environment your employees work in, the environment that you have created, and ask yourself if you believe it is engaging and supportive. If yes, congratulations you are among the select few! (According the studies quoted above). If no, ask yourself how you can change that.