Research shows that since 2000 less than one third of employees are engaged in their jobs in any given year. It’s been consistent year on year, so it’s nothing to do with the financial crashes around 2007/2008.
Engaged employees are defined as those “who are involved in, enthusiastic about and committed to their work and workplace.”
So, why is it that employees are indifferent, sleepwalking through their workday with little or no regard for their performance, or their organisation’s performance?
The biggest factor creating this situation is the behaviour exhibited by an employee’s manager. With the focus being on hitting departmental KPIs, it seems there’s little regard to creating environments in which employees feel motivated – or even comfortable!
It seems this sad fact has a double-whammy: while employees feel miserable at work, that misery follows them home. This merely compounds their negativity, increases their stress and reduces performance even more.
So, what do managers need to focus on and improve to change the situation?
- Reliable and Meaningful Communication
Communication that is consistent, focused, builds trust and makes an employ feel valued, is often the basis of any healthy relationship, including the one between an employee and his, or her, manager.
This – whether it occurs in person, over the phone, or electronically – is connected to improved performance. For example, employees whose managers hold regular meetings with them are almost three times more likely to be great contributors than those employees whose managers do not hold regular meetings with them at all.
- Performance Management Beyond Annual Appraisals
Performance management is often a source of great frustration for many employees who know what numbers they’ve got to hit, but do not clearly understand what else is expected of them at work. They often feel confused about their duties and completely in the dark about the “bigger picture”.
For these employees, annual appraisals and developmental conversations feel forced and superficial, and it is impossible for them to think about next year’s goals when they are not even sure what tomorrow will throw at them.
Proper performance management is a daily doing, guiding, supporting, nurturing, coaching etc … most managers, it seems, are hopeless at times.
- Strengths Over Weaknesses
All studies of human behaviour for decades have shown that building employees’ strengths is a far more effective approach to performance improvement than a fixation on weaknesses.
A strengths-based culture is one in which employees learn their roles more quickly, produce more and significantly better work, stay with their company longer and contribute positively to a great team spirit and an “unstoppable” culture.
It’s not enough to simply label a manager as “good” or “bad”. Organisations need to be developing their managers to be able to create truly engaged people and “unstoppable”/”bring it on” cultures.
Our research shows most managers can learn the skills – and create performance improvements never seen before.
For example:
- As a result of our work with an organisation in the manufacturing industry, they had seen a 12% increase in performance targets
- Another organisation in the transport sector had seen their profits increase by 64% in just one year.
- Also, after working with an organisation in the oil and gas industry, we helped them accelerate performance and achieve their growth plan of 5 years in less than 2 years
If you’re looking for a Leadership Development Programme that delivers tangible results, in double-quick time, look no further than “Working Miracles™ … with Performance”.
The way to guarantee the results you want to achieve this year is simpler than you think … “Working Miracles™ … with Performance” will strengthen your ability to get the best out of others (and yourself!) by demonstrating clearly how to channel the dynamic enthusiasm, drive and motivation of your entire team!
Take the initiative and secure your places now for March and June before they all go! Call us now on 01244 681068 or fill in the following form to register your interest.
